MERIT SELECTION PLAN OF

DEPARTMENT OF EDUCATION - CARAGA REGION

MAY 2021

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 Table of Contents
I. OBJECTIVES 4
II. SCOPE 4
III. DEFINITION OF TERMS 4
IV. BASIC POLICIES 7
V. PROCEDURES 10
VI. PROTEST AND REVOCATION OF APPOINTMENTS 11
VII. COMPOSITION OF THE HUMAN RESOURCE MERIT PROMOTION AND
SELECTION BOARD (HRMPSB) FOR FIRST AND SECOND LEVEL POSITIONS: 13
VIII. FUNCTIONS AND RESPONSIBILITIES 14
IX. GUIDELINES ON THE APPOINTMENT AND PROMOTION 19
A. TEACHING AND RELATED TEACHING POSITIONS (Teacher II and Teacher III,
Teaching-Related) 20
B. GUIDELINES FOR ASSESSMENT OF MASTER TEACHERS 28
C. GUIDELINES ON THE APPOINTMENT AND PROMOTION OF SCHOOL HEADS 34
D. GUIDELINES ON THE APPOINTMENT AND PROMOTION OF NON-TEACHING
POSITIONS 43
X. APPLICATION OF EQUAL EMPLOYMENT OPPORTUNITY PRINCIPLE IN
RECRUITMENT, SELECTION AND PLACEMENT 60
XI. APPLICATION OF EQUAL EMPLOYMENT OPPORTUNITY PRINCIPLE DURING
THE INTERVIEW / BEHAVIORAL EVENT INTERVIEW 64
XII. APPLICATION OF EQUAL EMPLOYMENT OPPORTUNITY PRINCIPLE DURING
THE BACKGROUND INVESTIGATION 65
XIII. APPLICATION OF EQUAL EMPLOYMENT OPPORTUNITY PRINCIPLE IN THE
PROCEEDINGS OF THE HRMPSB AND PREPARATION OF THE
RANKLIST/COMPARATIVE ASSESSMENT REPORT 66
XV. APPLICATION OF EQUAL EMPLOYMENT OPPORTUNITY PRINCIPLE DURING
ONBOARDING/PLACEMENT 67
XVI. REFERENCES 68
XVII. EFFECTIVITY 69

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 I. OBJECTIVES

It is the Department of Education's (DepEd) policy to strictly adhere to the principles of

merit, competence, fitness, and equality. The selection of employees shall be based on their relative
qualifications and competence to perform the duties and responsibilities of the position. In this
pursuit, the Merit Selection Plan of DepEd Caraga aims to:

1. Establish a system is characterized by strict observance of the principles of merit,

competence, and fitness in selecting employees for appointment to positions in the
career and non-career service in all levels.

2. Create equal opportunities for employment for all who are qualified to enter
government service and for career advancement in the Regional Office, regardless of
gender, civil status, disability, religion, ethnicity, or political affiliation.

II. SCOPE

This Merit Selection Plan of DepEd Caraga is a systematic method of assessing and selecting
employees based on their relative qualifications and competence to perform the duties and
responsibilities of the position. The Policy covers the Teaching and Non-Teaching career positions in
the first and second levels in the Region. It may also include non-career positions.

III. DEFINITION OF TERMS

1. Applicant. Male or female aspirant of an available position published in the notice of

vacancy for teaching, teaching-related, or non-teaching positions.

2. Appointing Authority. It refers to the person or body authorized by law to make

appointments in the civil service.

3. Candidate. An applicant who meets the basic qualification standards of the published
vacant position as evaluated by the Human Resources Merit Promotion and Selection
Board (HRMPSB) and included in the Selection Line-Up.

4. Career Service. Refers to positions in the civil service characterized by (1) Entrance
based on merit and fitness to be determined as far as practicable by competitive
examination or based on highly technical qualifications; (2) opportunity for
advancement to higher career positions; and (3) security of tenure.

5. Comparatively at Par. Refers to predetermined reasonable differences or gaps between

point scores of candidates for appointment established by the Human Resource Merit
Promotion and Selection Board (HRMPSB).

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6. Deep Selection. It is the process of selecting a candidate for an appointment who is not
next in rank but possesses superior qualifications and competence.

7. Demotion. It is the movement of an employee from one position to another with a

reduction in duties, responsibilities, status, or rank, which may or may not involve a
salary reduction and is not disciplinary in nature.

8. Department. It refers to the Department of Education (DepEd).

9. Discrimination. It is a situation wherein a qualified applicant is excluded from the

selection lineup on account of gender, civil status, pregnancy, disability, religion,
ethnicity, or political affiliation.

10. First Level Positions. It refers to positions that include clerical, trades and crafts, and
custodial service, which involves sub-professional work in a non-supervisory or
supervisory capacity.

11. Hiring Quota. It refers to a predetermined ratio of applicants for appointment to ensure
that one gender does not fall short of the desired percentage of the selection rate for
the other gender in equivalent positions at every level, provided they meet the
position's minimum requirements.

12. HRMPSB. The constituted body which may also referred to as “The Board”to assist the
appointing officer/authority in the judicious and objective selection of the candidates for
appointment in the agency in accordance with the approved Agency Merit Selection Plan
(MSP).

13. Job Requirements. These are requisites not limited to the qualification standards of the
position but may include skills, competencies, potentials, physical and psycho-social
attributes necessary for the successful performance of the duties required of the
position.

14. Merit Selection Plan. It is a systematic method of selecting employees based on their
qualifications, fitness, and ability to perform the duties and assume the responsibilities
of the position being filled.

15. Next-In-Rank Position. It refers to a position that, by reason of the hierarchical

arrangement of positions in the Department, is determined to be in the nearest degree
of relationship to a higher position in the Department System of Ranking Positions (SRP).

16. Non-Career Service. These are positions expressly declared by law to be in the non-
career service, or those whose entrance in the service is characterized by (1) entrance
on bases other than those of the usual tests of merit and fitness utilized for the career
service, and (2) tenure which is limited to a period specified by law, or which is
coterminous with that of the appointing authority or subject to his pleasure, or which is
limited to the duration of a particular project for which purpose employment was made.

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17. Non-Teaching Positions. This refers to positions in the schools, School Division and
Regional Offices performing functions related to Administrative, Finance, ICT, Legal,
Human Resource, Medical/Dental/Nutrition, Engineering, Project Development, and
Planning & Research Services.

18. Organizational Unit. This refers to a school/district/schools division/division level in a

region or division level in a bureau/center/service.

19. Other Teaching Positions. This refers to positions involved in actual classroom teaching
like Teacher II, and Teacher III and Master Teacher I-IV, except Teacher 1 positions and
Senior High School Teacher positions which are governed by a separate hiring guideline.

20. Personnel Action. It refers to any action denoting the movement or progress of
personnel in the civil service such as original appointment, promotion, transfer,
reemployment, reinstatement, reappointment, detail, reassignment, secondment, and
demotion.

21. Promotion. It refers to the advancement of an employee from one position to another
with an increase in duties and responsibilities as authorized by law and usually
accompanied by an increase in salary.

22. Qualification Standard. It is a statement of the minimum qualifications for a position

which shall include education, experience, training, civil service eligibility required in the
performance of the job.

23. Qualified Next-In-Rank. It refers to an employee appointed on a permanent status to a

position next-in-rank to the vacancy as reflected in the SRP approved by the Secretary
and who meets the requirements for appointment to the next higher position.

24. Related-Teaching Positions. This refers to positions requiring eligibility in

teaching/guidance counselling but not involved in classroom teaching such as Chief
Education Supervisors, Education Program Supervisors, Education Program Specialists,
Public Schools District Supervisors, School Principal, Head Teachers, and Guidance
Counselors/ Coordinators.

25. Regional Office. It refers to the Department of Education Caraga Regional Office

26. Schools Division Office. It refers to the Schools Division Office of Caraga Region.

27. Second Level Positions. It refers to positions involved in professional, technical, and
scientific work in a non-supervisory or supervisory capacity up to Division Chief level or
its equivalent.

28. Selection. It is the systematic method of determining the merit and fitness of a person
on the basis of qualifications and ability to perform the duties and responsibilities of a
position.

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29. Superior Qualifications. It means outstanding relevant work accomplishments,
educational attainment, and training appropriate for the position to be filled. It shall
include a demonstration of exceptional job mastery and potential in major areas of
responsibility.

30. System of Ranking Positions. It is the hierarchical arrangement of positions from

highest to lowest, which shall be a guide in determining which position is next-in-rank,
taking into consideration the following:
a) organizational structure;
b) salary grade allocation;
c) classification and functional relationships of position; and
d) geographical location

IV. BASIC POLICIES

1. Selection of employees for appointment in the DepEd shall be anchored on the

principles of merit, competence, fitness, and equality. It shall be open to all who are
qualified, regardless of gender, civil status, disability, religion, ethnicity, or political
affiliation.

2. When a position in the first and second level becomes vacant, applicants for
appointment who are competent, qualified, and possess appropriate civil service
eligibility shall be considered for permanent appointment.

3. Vacant positions marked for filling up shall be published in accordance with Republic Act
7041 (Publication Law). The published vacant positions shall be posted in at least three
(3) conspicuous places in the Regional Office for at least 10 (ten) calendar days. Other
appropriate modes of publication shall be considered.

Filling up of vacant positions shall be valid until filled up but not to extend beyond nine
(9) months reckoned from the date the vacant position was published.

Vacant positions which are not filled up within nine (9) months should be republished.

4. The following positions are exempt from the publication requirement:

4.1 Primarily confidential position;
4.2 Positions which are policy determining;
4.3 Highly technical positions;
4.4 Coterminous positions;
4.5 Contractual positions;
4.6 Third level positions (Career Executive Service); and
4.7 Positions to be filled by existing regular employees in the Department in case of
reorganization

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5. The Human Resource Merit Promotion and Selection Board (HRMPSB) for first and
second level positions shall be established. It shall be governed by the principles of
fairness and impartiality in the assessment of candidates for appointment.

6. All Candidates for appointment to first and second-level positions shall be screened by
the HRMPSB.

7. The HRMPSB members, including alternate representatives for first and second level
positions, shall undergo orientation and workshop on the selection/promotion process
and CSC policies on appointments.

8. Candidates for the following appointments shall no longer be subject to the screening of
the HRMPSB:

8.1 Substitute appointment due to its short duration and emergency nature;
8.2 Reappointment to change the employment status from temporary to permanent
upon meeting the deficiency or to renew the appointment of a temporary employee, if
upon publication there are no qualified applicants and his/her performance rating is at
least Very Satisfactory (VS) for two (2) rating period: or
8.3 Appointments to casual, contractual, coterminous and other non-career positions as
identified under Section 9, Subtitle A, Title I, Book V of EO No. 292.

9. For vacancies in the first and second levels, all qualified next-in-rank employees in the
organizational unit where the vacancy exists shall be automatically considered
candidates for promotion to the next higher positions.

10. In upholding the principles of fairness impartiality in the assessment of candidates, the
HRMPSB may employ the assistance of external or independent resource persons and
may initiate innovative schemes in determining the best and most qualified candidate.

11. The appointing authority shall assess the merits of the HRMPSB’s recommendations for
appointment and in the exercises of sound discretion, select, insofar as practicable, from
among the top five ranking applicants deemed most qualified for appointment to the
vacant position.

12. The appointing authority may appoint an applicant who is ranked higher than those
next-in-rank to the vacant position based on the assessment of
qualifications/competence evidenced by the comparative ranking.

13. The comparative competence and qualifications of candidates for appointment shall be
determined on the basis of:

13.1. PERFORMANCE

a) For appointment by promotion or transfer, the Performance Rating of the

appointee for the last one (1) rating period prior to screening should be at least
Very Satisfactory.

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 b) The Performance Rating in the last rating period prior to the scholarship
grant, which should be at least Very Satisfactory, shall be used as basis for
promotion of an appointee-scholar.

c) The Performance Rating of at least Very Satisfactory (VS) in the last rating
period shall not be required for promotion from first to second level entry
positions.

d) The Performance Rating prior to the reclassification of the position shall be

considered as performance rating in the reclassified position for purposes of
promotion.

13.2. EDUCATION AND TRAINING. These include educational background, successful

completion of training courses accredited by the Civil Service Commission,
scholarships, training grants and others which must be relevant to the duties of
the position to be filled.

13.3. EXPERIENCE AND OUTSTANDING ACCOMPLISHMENTS. These include

occupational history, relevant work experience acquired either from the
government or private sector, and accomplishments worthy of special
commendation.

13.4. PSYCHO-SOCIAL ATTRIBUTES AND PERSONALITY TRAITS. These refer to

characteristics or traits of a person which involve both psychological and social
aspects. Psychological aspects include the way a person perceives things, ideas,
beliefs and understanding and how he/she acts and relates these things to others
and to social situations.

13.5. POTENTIAL. It refers to the capacity and ability of a candidate to assume the
duties of the position to be filled and those of higher or more responsible
positions.

14. An employee may be promoted or transferred to a position which is not more than
three (3) salary, pay or job grades higher than the employee’s present position except in
very meritorious cases, such as: if the vacant position is next-in-rank as identified in the
System of Ranking Positions (SRP) approved by the head of the DepEd or the lone or
entrance position indicated in the Department staffing pattern.

15. An employee who is on local or foreign scholarship or training grant; on authorized leave
with pay for not more than who (2) months or on detail may be considered for
promotion. For this purpose, performance rating to be considered shall be the rating
immediately prior to the scholarship/training grant /authorized
leave/detail/secondment.

If promoted, the effectivity date of the promotional appointment shall be on the

assumption of duty. For those on scholarship or training grant or authorized leave,

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 effectivity shall be after said scholarship/ training grant/ authorized leave/ detail/
secondment.

16. Promotion within six (6) months prior to compulsory retirement shall not be allowed
except as otherwise provided by law.

17. A notice announcing the appointment of an employee shall be posted for at least fifteen
(15) calendar days in three (3) conspicuous places in the Regional Office/ Schools
Division Office a day after the issuance of the appointment.

18. The approved Merit Selection Plan shall be used as one of the bases for the expeditious
approval of appointments, for attestation and accreditation to take final action on
appointments.

V. PROCEDURES

1. Publication of Vacant Positions. Publish the vacant position in the CSC Bulletin of Vacant
Positions or through other modes of publication and post the same in three (3)
conspicuous places in the Regional Office/ Schools Division Office for at least ten (10)
calendar days. Men and women shall be encouraged to apply.

2. List candidates aspiring for the vacant position, from within outside of the DepEd offices,
including qualified next-in-rank employees. In the process, the predetermined ratio of
applicants for appointment or hiring quota, among others, should be considered.

3. Conduct preliminary evaluation of the qualification of all candidates. Those initially

found qualified shall undergo further assessment, such as written examination, skills
test, interview, and others. Psychological test shall be required for original candidates/
appointees or as may be necessary.

4. Notify all applicants of the outcome of the preliminary evaluation.

5. Submit the List of Qualified Applicants to the HRMPSB for deliberation en banc.

6. Make a systematic assessment of the competence and qualifications of candidates for

appointment to the corresponding level positions. Evaluate and deliberate en banc the
qualifications of those listed in the selection lineup.

7. Submit the list of candidates recommended for appointment from which the appointing
authority shall choose the applicant to be appointed.

The list of recommended candidates should specify the top five ranking candidates
whose overall point scores are comparatively at par based on the comparative
assessment.

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8. Assess the merits of the HRMPSB’s recommendation for appointment and in the
exercise of sound discretion, select, insofar as practicable, from among the top five
ranking applicants deemed most qualified for appointment to the vacant position.

The top five ranking candidates, however, should be limited to those whose overall
point scores are comparatively at par based on the comparative assessment.

To determine candidates who are comparatively at par, the HRMPSB shall set
reasonable differences or gap between scores of candidates for appointment.

9. Issue appointment in accordance with the provisions of the Civil Service Commission
Omnibus Rules on Appointment and other Human Resource Actions (ORAOHRA).

10. Post a notice announcing the appointment of an employee for at least fifteen (15) days
in three (3) conspicuous places in the Regional Office/Schools Division Office concerned
a day after the issuance of the appointment. The date of posting should be indicated in
the notice.

VI. PROTEST AND REVOCATION OF APPOINTMENTS

1. Protest; Who May File. Only a qualified next-in-rank official or employee may file a
protest against an appointment made in favor of another who does not possess the
minimum qualification requirements.

2. Where to File. A qualified next-in-rank employee shall have the right to appeal initially to
the head of agency, then to the CSC RO, and then to the Civil Service Commission
Proper.

3. When to File. Protest may be filed within fifteen (15) days from the announcement
and/or posting of appointments subject for protest.

For this purpose, all appointments or promotions shall be duly announced and/or
posted in bulletin boards or at conspicuous places in the Department or Agency within
thirty (30) days or within a shorter period from the issuance of the appointment as
provided in the agency-approved Merit Selection Plan (MSP).

4. Effect on the Appointment. A protest shall not render an appointment ineffective or bar
the approval/validation thereof, by the CSC FO, CSC RO or the Commission, as the case
may be, but the approval/validation shall be subject to the final outcome of the protest.

An appointment may still be revoked by the appointing authority prior to the

submission to the CSC FO even if the appointee has accepted the appointment and
assumed office. A decision or resolution by the appointing authority granting the
protest shall be subject to appeal by the appointee or to automatic review by the
concerned CSC RO. The appointing authority shall within five (5) days from issuance of
such decision or resolution transmit the records of case to the CSC RO for disposition.

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 The appointing authority, however, does not have the power to revoke an
appointment which was already submitted to the CSC FO.

5. When Deemed File. A protest is deemed filed, in case the same is sent by registered mail
or private courier service, on the date stamped on the envelope or courier pack which
shall be attached to the records of the case, and in case of personal delivery, on the date
stamped by the agency or the Commission.

6. Effect of Withdrawal Protest. A protest or an appeal in this case may be withdrawn at

any time as a matter of right. The withdrawal of the protest or appeal shall terminate
the protest case.

7. Transmittal of Records. In case the decision on protest is appealed to the Commission,

the head of department or agency shall forward his/her comment and the records of
the case within five (5) days from receipt of the copy of the protest. The records shall
be systematically and chronologically arranged, paged and securely bound to prevent
loss and shall include the following:

a. Statement of duties or job description of the contested position;

b. Duly accomplished and updated personal data sheets of the parties with certified
statement of service records attached;

c. Certified copy of the protested appointment; and

d. Comparative assessment of the qualifications of the protestant and protestee.

8. Dismissal of Protest. A protest shall be dismissed on any of the following grounds:

a. The prostestant is not qualified next-in-rank;

b. The protest is not directed against a particular protestee but to “anyone who is
appointed to the position” or directed to two or more protestees;

c. No appointment has been issued; or

d. The protest is filed outside of the fifteen (15) –day reglementary period.

9. Finality of Decision. A decision or Resolution denying a protest shall become final and
executor after fifteen (15) days from receipt thereof and no motion for reconsideration,
appeal or petition for review has been filed.

10. Effect of Decision. In case the protest is finally decided by the CSC against the protestee,
the approval/validation of his/her appointment shall be revoked and the appointment

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 shall be considered disapproved/invalidated. The protestee shall be reverted to his/her
former position, if applicable.

11. Recall of Approval/Validation of Appointment; Who May File. The Commission, or any
of its CSC RO or CSC FO, motu proprio or upon petition by any person, may initiate the
recall or approval /validation of an appointment of an official or employee who does
not meet the requisite qualification standards of the position or on the ground that
the appointment was issued in violation of existing civil service laws, rules, and
regulations.

12. When and Where to File. The petition may be filed anytime, during a subsisting
appointment, to the CSC RO which has jurisdiction over the appointee. In case the
petition is filed with the CSC FO, the same shall be transmitted to the CSC RO
concerned for decision.

13. Effect on the Appointment. During the pendency of a petition to recall the
approval/validation of an appointment, the appointee shall remain and continue to
discharge the functions of the position.

14. Finality of Decision. A Decision or Resolution on the petition to recall the approval of
the appointment shall become final and executory after fifteen (15) days from the
receipt thereof and no motion for reconsideration or appeal or petition for review has
been filed.

15. Effect of Decision. When the petition to recall the approval/validation of an

appointment is decided by the CSC against the appointee, the approval/validation of
his/her appointment shall be revoked and the appointment shall be considered
disapproved/invalidated. In case of a promotion from within the same agency, the
appointee shall be reverted to his/her former position, if applicable.

VII. COMPOSITION OF THE HUMAN RESOURCE MERIT PROMOTION AND SELECTION BOARD
(HRMPSB) FOR FIRST AND SECOND LEVEL POSITIONS:

1. As Chairperson: the Assistant Regional Director (ARD)/ Assistant Schools Division

Superintendents (SDS) or his/her authorized representative.
The highest official responsible for personnel management.

2. Division Chief / Unit Head where the vacancy exists or his/her designated alternate

3. The Human Resource Management Officer (HRMO) or the career service employee
directly responsible for recruitment, selection and placement, or his/her designated
alternate.

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 4. Two representatives of the rank-and-file career employees, one from the first level
and one from the second level, who shall be both chosen by the duly accredited
employee association in the DepEd offices.

The first level representative shall participate during the screening of candidates for
vacancies in the first level; the second level representative shall participate in the
screening of candidates for vacancies for vacancies in the second level. For
continuity of operation, the accredited employee association shall designate an
alternate.

1.5 Additional HRMPSB members may be added if deemed necessary, but the prescribed
composition may not be reduced.

VIII. FUNCTIONS AND RESPONSIBILITIES

1. The Human Resource Management Office (HRMO) shall have the following functions
and responsibilities:

1.1 Disseminate copies of the Plan and its annexes to all agency personnel;

1.2 Publish vacant positions as required under RA 7041;

1.3 Prepare a list of candidates aspiring for the vacant position either from within or
outside of the DepEd office, within fifteen (15) days from completion of the
preliminary evaluation;

1.4 Conduct preliminary evaluation of the qualification of all candidates;

1.5 Notify all applicants of the outcome of the preliminary evaluation; and

1.6 Submit List of Qualified Applicants to the HRMPSB for deliberation en banc.

The employees shall be responsible for updating their Personal Data Sheet annually,
if deemed necessary, and submit supporting documents thereto to the Human
Resource Management Office/Unit.

1.7 The Human Resource Management Officer or the duly authorized employee in
charge of human resource management shall also have the following responsibilities
(CSC Resolution No. 1800692 (July 3, 2018, 2017), Omnibus Rules on Appointment
and Other Human Resource Actions (Revised July 2018):

Regulated Agencies Accredited/Deregulated Agencies

a. Submit to the CSC Field Office a. Submit to the CSC Field Office
concerned within the first quarter of concerned within the first quarter of the
the year the agency’s updated Personal year the agency’s updated Personal
Services Itemization/Plantilla of Services Itemization/Plantilla of

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Personnel.
b. Submit the list of vacant positions
authorized to be filled and their
corresponding qualification standards
and plantilla item numbers using the
prescribed form (CS Form No. 9,
Revised 2018) in electronic and printed
copies to the CSC FO.
c. Request authentication from the CSC
or authorized agencies of the original
copy of certificate of
eligibility/licenses/report of rating of
selected candidate/s prior to issuance
of original appointment , promotion,
transfer, reappointment or
reemployment unless previous
authentication has been issued for the
same eligibility/license/report of rating.
d. Review thoroughly and check the
veracity, authenticity and
completeness of all the requirements
and supporting papers in connection
with all cases of appointments before
submitting the same to the
Commission.
e. The HRMO shall also ensure that the
Personal Data Sheet (CS Form No. 212,
Revised 2017) of the appointee is
updated and accomplished properly
and completely. To monitor any change
in the employee’s profile, the PDS shall
be updated on an annual basis.
f. Sign the following certifications at the
back of the appointment:
i. Certification as to completeness
and authenticity of requirements; and
ii. Certification that the vacant
position to be filled has been published
and posted in the CSC Bulletin of
Vacant Positions in accordance with RA
Personnel.
b. Submit the list of vacant positions
authorized to be filled and their
corresponding qualification standards
and plantilla item numbers using the
prescribed form (CS Form No. 9, Revised
2018) in electronic and printed copies to
the CSC FO.
c. Request authentication from the CSC
or authorized agencies of the original
copy of certificate of eligibility/licenses
of selected candidate/s prior to issuance
of original appointment, promotion,
transfer, reappointment or
reemployment unless previous
authentication has been issued for the
same eligibility/license/report of rating.
d. Review thoroughly and check the
veracity, authenticity and completeness
of all the requirements and supporting
papers in connection with all cases of
appointments before submitting the
same to the Commission.
e. The HRMO shall also ensure that the
Personal Data Sheet (CS Form No. 212,
Revised 2017) of the appointee is
updated and accomplished properly and
completely. To monitor any change in
the employee’s profile, the PDS shall be
updated on an annual basis.
f. Sign the following certifications at the
back of the appointment:
i. Certification as to completeness and
authenticity of requirements; and
ii. Certification that the vacant position
to be filled has been published and
posted in the CSC Bulletin of Vacant
Positions in accordance with RA No.
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No. 7401, and deliberation was done by
the HRMPSB ten (10) days or fifteen
(15) days, in the case of LGUs, after
publication.
g. Ensure that the Chairperson of the
HRMPSB or the Placement Committee
has signed the certification at the back
of the appointment, whenever
applicable.
The Human Resource Management
Officer or the duly authorized
employee directly responsible for
recruitment, selection and
placement shall be a regular
member of the HRMPSB.
h. Ensure that the appointment for
department head position in the LGU is
submitted within seven (7) calendar
days upon issuance by the appointing
officer/authority to the local
sanggunian for concurrence.
i. Furnish appointee with a photocopy[y
of his/her appointment (appointee’s
copy) for submission to the
Commission, ensuring that the
appointee signs on the
acknowledgement portion of the
appointment.
j. Submit appointments, (CSC, agency,
and appointee’s copy) with supporting
documents in the prescribed
Appointment Transmittal and Action
Form (CS Form No. 1, Revised 2018)
indicating the names of the appointees,
their position, status and nature of
appointment and the corresponding
date of issuance within 30 calendar
days from issuance thereof.
k. Transmit to the appointee the
original copy of his/her appointment
acted upon by the Commission.
7401, and deliberation was done by
the HRMPSB ten (10) days or fifteen
(15) days, in the case of LGUs, after
publication.
g. Ensure that the Chairperson of the
HRMPSB or the Placement Committee
has signed the certification at the back of
the appointment, whenever applicable.
The Human Resource Management
Officer or the duly authorized
employee directly responsible for
recruitment, selection and placement
shall be a regular member of the
HRMPSB.
h. Ensure that the appointment for
department head position in the LGU is
submitted within seven (7) calendar days
upon issuance by the appointing
officer/authority to the local sanggunian
for concurrence.
i. Furnish appointee with a photocopy[y
of his/her appointment (appointee’s
copy) for submission to the Commission,
ensuring that the appointee signs on the
acknowledgement portion of the
appointment.
j. Submit RAI (CS Form No. 2, Revised
2018), original copy of appointments
(CSC copy) with supporting documents
on or before the 30th day of the
succeeding month.
k. Transmit to the appointee a copy of
the RAI indicating the action of the CSC
Field Office concerned on the
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l. Submit to the Commission, through
the CSC Field Office concerned within
the prescribed period, the required
reports (electronic and hard copy) such
as DIBAR (CS Form No. 8, Revised
2017), summary list of employees’
performance rating, and such other
reports as may be required by the
Commission.
m. Post in three (3) conspicuous places
in the agency a notice announcing the
appointment of an employee a day
after the issuance of appointment for
at least fifteen (15) calendar days.
n. Ensure the oath taking and conduct
of orientation program to new
employees and continuous human
resource interventions for existing
employees.
o. Submit to the CSC FO a copy of the
Oath of Office (CS Form No. 32, Revised
2018) within 30 days from the date of
assumption of the appointee.
p. Submit to the CSC FO a copy of the
Certification of Assumption to Duty (CS
Form No. 4, Series of 2018) within 30
days from the date of assumption of
the appointee.
q. Ensure the conduct of orientation
and workshop of the HRMPSB
members including alternate
representatives on the agency
selection/promotion process and CSC
policies on appointments.
r. Ensure the orientation of officials and r. Ensure the orientation of officials and
appointment.
Record the action of the CSC FO at the
Notation portion of the Agency and
Appointee’s copy of appointment.
l. Submit to the Commission, through the
CSC Field Office concerned within the
prescribed period, the required reports
(electronic and hard copy) such as DIBAR
(CS Form No. 8, Revised 2017), summary
list of employees’ performance rating,
and such other reports as may be
required by the Commission.
m. Post in three (3) conspicuous places in
the agency a notice announcing the
appointment of an employee a day after
the issuance of appointment for at least
fifteen (15) calendar days.
n. Ensure the oath taking and conduct of
orientation program to new employees
and continuous human resource
interventions for existing employees.
o. Submit to the CSC FO a copy of the
Oath of Office (CS Form No. 32, Revised
2018) within 30 days from the date of
assumption of the appointee.
p. Submit to the CSC FO a copy of the
Certification of Assumption to Duty (CS
Form No. 4, Series of 2018) within 30
days from the date of assumption of the
appointee.
q. Ensure the conduct of orientation and
workshop of the HRMPSB members
including alternate representatives on
the agency selection/promotion process
and CSC policies on appointments.
17
 employees on the recruitment, employees on the recruitment, selection
selection and placement process. and placement process.

s. Ensure the establishment and s. Ensure the establishment and

maintenance of the agency Human
Resource Management Database which
will be the basis of all the reports to be
submitted by his/her agency to the
Commission.
maintenance of the agency Human
Resource Management Database which
will be the basis of all the reports to be
submitted by his/her agency to the
Commission.

t. Ensure the establishment, t. Ensure the establishment,

maintenance and disposal of agency’s maintenance and disposal of agency’s
employees 201/120 files pursuant to employees 201/120 files pursuant to the
the guidelines of CSC MC No. 8, s. 2007 guidelines of CSC MC No. 8, s. 2007 and
and CSC MC No. 1, s. 2011. CSC MC No. 1, s. 2011.

u. Ensure the renewal of professional u. Ensure the renewal of professional

licenses of appointees to positions licenses of appointees to positions
involving practice of profession involving practice of profession
regulated by bar/board law. regulated by bar/board law.

v. Perform all other functions as may v. Perform all other functions as may be
be provided by law. provided by law.

2. The Human Resource Merit Promotion and Selection Board for 1st and 2nd levels shall
have the following functions and responsibilities.

2.1 Adopt a formal screening procedure and formulate criteria for the evaluation of
candidates for appointment, taking into consideration the following:

a) Reasonable and valid standards and methods of evaluating the competence and
qualifications of all applicants competing for a particular position.

b) Criteria for evaluation of qualifications of applicants for appointment must suit

the job requirements of the position.

2.2 Disseminate screening procedure and criteria for selection to all DepEd officials,
employees and interested applicants. Any modification of the procedure and criteria
for selection shall, likewise, be properly disseminated.

2.3 Prepare a systematic assessment of the competence and qualifications of candidates

for appointment. Maintain fairness and impartiality in the assessment of
candidates. Towards this end, the HRMPSB may employ the assistance of external
or independent resource persons and may initiate innovative schemes in
determining the best and most qualified candidate.

18
 2.4 Evaluate and deliberate en banc the qualifications of those in the List of Qualified
Applicants.

2.5 Submit the list of candidates recommended for appointment from which the
appointing authority shall choose the applicant to be appointed.

The list of recommended candidates should specify the top five ranking candidates
whose overall point scores are comparatively at par based on the comparative
assessment.

2.6 Maintain records of the deliberations, which must be made accessible to Interested
parties upon written request and for inspection and audit by the CSC.

2.7 Orient Regional Office/Division Office officials and employees on policies relative to
Personnel actions including the gender and development dimensions of Policy.

3. The appointing authority shall have the following functions and responsibilities:

3.1 Establish a Human Resource Merit Promotion and Selection Board and ensure that
all HRMPSB members undergo orientation and workshops on the
selection/promotion process and CSC policies and appointments. The Regional
Director/Schools Division Superintendent shall, as far as practicable, ensure equal
opportunity for men and women to be represented in the HRMPSB for all levels.

3.2 Assess the merits of the HRMPSB’s recommendation for appointment and in the
exercise of sound discretion, select insofar as practicable, from among the following:

a) top five ranking applications deemed most qualified to the vacant position; and
b) applicants who have undergone deep selection and found to possess superior
qualifications.

IX. GUIDELINES ON THE APPOINTMENT AND PROMOTION

This section provides the guidelines for evaluating 1st and 2nd level Non-teaching, school
head, other teaching, and related-teaching positions. It also explains the determinants of the criteria
set in existing DepEd issuances, corresponding points per criteria in every level, acceptable Means of
Verifications (MOVs), and lists of documents to be submitted and /or presented.

19
 A. TEACHING AND RELATED TEACHING POSITIONS (Teacher II and Teacher III,
Teaching-Related)

CRITERIA POINTS

A. Performance 35

B. Experience 5

C. Outstanding Accomplishments 20

D. Education 25

E. Training 5

F. Psycho-social attributes 5

G. Potential 5

TOTAL 100

COMPUTATION OF POINTS

MOVs
POINTS Description / To Dos: (Means of Verification/
Documents to Prepare)

A. Performance Rating (35 points)

35 points 1. The performance rating of the candidate for the Latest IPCRF which is
last one (1) rating period prior to screening should complete and duly
be at least Very Satisfactory. signed by authorized
officials.
2. For employees who are on-study leave, the
Performance Rating prior to the study/
scholarship shall be used.

3. Latest Performance Rating x 35%

B. Experience (5 points)

5 points 1. Experience refers to the previous jobs in 1. Updated Service Record

either the government or private sector, or Certification of
whether full-time or part-time, which, as Employment
certified by the human Resource Management 2. Official designation/
Office or authorized officials of the previous appointment by the
employers are functionally related to the duties personnel or the head of
in the Position Description Form of the position the agency (for private

20
 to be filled (sec. 56-ORA-OHRA) and other public
institutions)
2. Experience must be relevant to the duties
and functions of the position to be filled, with
every month given a point but not to exceed
five (5) points.

3. Reckoned from the date of last

promotion/appointment

C. Outstanding Accomplishments (20 points)

C.1. Outstanding 1. The award should be a product of an 1.Plaques/ Certificate

Employee Award institutionalized search and conducted by the of Recognition as an
(4 points) School, District, Division or Regional PRAISE Outstanding
committee or local, national or international Employee
• Awardee in the awards given by reputable institutions/ award 2. Copy of the
school - giving bodies like CSC, NEDA, Metrobank Memorandum of the
0.5 pt. Foundation, PPSTA/ MTMAS, CSC, and other Search for an
• Nomination in legitimate and DepEd-recognized award-giving Outstanding
the division/ bodies. Employee
awardee in the 3. Copy of a released
district – 2. The employee award is granted to an bulletin for the official
1 pt. individual or individuals who excelled among results of the search.
• Nomination in peers in a functional group, position, or 3. Pictures
the region/ profession. For internal award- giving bodies,
awardee in the i.e., DepEd, it should be conducted annually.
division – (Source: DepEd Order No. 9, s. 2002).
2 pts.
• Nomination in 3. In the event that an applicant will present
the Department/ awards from both sources (DepEd Order No. 9, s.
awardee in the 2002 and DECS Order 99, s. 1999/DECS Order No.
region – 10, s. 1990) consider only the higher points.
3 pts.
• National 4. For group awards, same award points shall be
awardee – credited to each member. (Group awards include
4 pts. Best Brigada Eskwela Implementer, Sustainable
and Eco-Friendly School awards, Gawad Kalasag,
PRIME-HRM, and other)

C.2. Innovation 1. Innovation means something new. It is a 1. Proposals duly

(4 points) demonstration of creativity, initiative, and approved by the Head
innovativeness through the development of new of Office
• Conceptualized or superior work procedures, methods,
-0.5 pt. inventions, and devices (DepEd Order No. 54, s. 2. Copy of the
1993). materials / proof of

21
• Started the innovation
implementation – 2. Innovative work plan properly documented, introduced/
1 pt. approved by immediate chief and attested by implemented
authorized regional/divisional officials.
• Fully 3. Certification signed
implemented in 3. A work plan, Re-Entry Action Plan, properly by an immediate head
the school – documented, approved by immediate supervisor / head of office that
2 pts. and/or authorized officials and implemented, shall such candidate
be considered as Innovation. implements
• Adopted in the
district - 4. For teachers, innovations shall be within the 4. Accomplishment
3 pts. context of teaching / KRA. Report verified by the
Head of Office
• Adopted in the 5. Contextualization of materials is considered an
division – innovation if it passes through the process of 5. Certification of the
4 pts. curriculum development and contextualization utilization of the
from needs analysis followed by proof reading of innovation, within the
learning resources to acceptance by the LRMDS. school/office duly
signed by the Head of
6. Self-developed instructional materials/ Office
developed Learning Resource/localized Materials
published in the LRMDS portals are considered 6. Certification of the
innovation. adoption by another
school/ office duly
7. All innovations must be properly documented signed by the Head of
Office

7. Certification of the
adoption by the
region duly signed by
the Regional Director.

8.. Pictures / other

applicable MOVs

C.3. Research 1. An action or applied research must be approved 1. Copy of the

and Development by the Schools Division Superintendent through Research proposal or
Projects channels. complete research
(4 points) work duly approved
2. Points for action research developed and by the head of office
• Action research implemented in a group shall be divided by the
conducted in the number of proponents of team members. 2. Accomplishment
school level – Report verified by the
2 pts. 3. Mere analysis of data such as, but not limited to Head of Office.
School Readiness Year- End Assessment (SReYA) ,
• Action research Philippine Informal Reading (Phil-IRI), Early 3. Certification of the
conducted in the Literacy, Language, and Numeracy Assessment utilization of the

22
district level - (ELLNA), etc., shall not be included as points for result of the
3 pts. research. However, an action research emanating development project
from the results of such analysis shall be within the school/
• Action research considered. office duly signed by
conducted in the the Head of Office.
division level - 4. Action research implemented as Continuous 4. Certification of
4 pts. Improvement (CI) Project shall be given adoption by another
appropriate points. school/office duly
signed by the Head of
5. Research priorities of the Department of Office.
Education across four themes (Teaching and
Learning, Child Protection, Human Resource 5. Pictures / other
Development, and Governance) and three cross- applicable MOVs
cutting themes (Gender and Development,
Disaster Risk Reduction and Management, and
Inclusive Education).(DO No. 13, s. 2015, DO No.
43, s. 2015 and DO No. 4, s. 2016, DO No. 39, s.
2016)

6. Proof of citation by other researchers (whose

studies/research is likewise approved by
competent authority) of the concept/s developed
of the research.

C.4. Publication/ 1. Articles should be published in 1. Copy of the

Authorship newspapers/magazines/journals of wide newspaper/magazine
(4 points) circulation at least within a province/city in /tabloid/ newsprint/
printed form or online form on official websites. educational journals/
• Articles book where the
published in a 2. Opinion/feature articles, which need not be article is published.
journal/ approved by the Head of office, must contain
newspaper/maga data/scientific research and must be educational. 2. For online
zine of wide publications, provide
circulation 3. Online articles should be published in an the Uniform Resource
1 pt. per article official/reputable educational website. Locator (URL) of the
(but not to exceed website where the
2 pts.) 4. A book must be published with ISBN/ISSN by a article is published.
reputable/recognized publishing company.
• Co-authorship 3. Pictures / other
of the book - 5.The following are also considered under applicable MOVs
3 pts. publication:
a. research articles on journals or
• Sole authorship conference proceedings which are peer
of the book - reviewed by international circulation
4 pts. b. Big books which passed the Learning
Resource Quality Assurance.

23
 6. Quality-Assured Self –Learning Module /
Learning Activity Sheets published/uploaded in
the LR Portal (1 pt. per module but not to exceed
4 pts.)

C.5. Consultant/ 1. A resource speaker must be invited to speak 1. Certificate of

Resource Speaker and/or facilitate a certain topic of interest or Recognition or
in Trainings/ content. The certificate of recognition or appreciation.
Seminar/ appreciation shall be supported by an Invitation
Workshops/ Letter, Memorandum, Training Design/ Matrix, 2. Copy of the letter
Symposia Approved Travel Authority, etc. of invitation /
(4 points) memorandum
2. For DepEd trainings/workshops/ symposia, indicating the name
• District Level – signatories are the following: of a candidate as
0.5 pt. a. School level - School Head Resource speaker
b. District level - Public Schools District
• Division Level - Supervisor 3. Pictures / other
1 pt. c. Division level - Schools Division applicable MOVs
Superintendent or his Authorized
• Regional Level - Representative
2 pts. d. Regional level - Regional Director or his
Authorized Representative
• National Level - e. National level - DepEd Central office
3 pts. authorized official

• International 3. For Non-DepEd training/ workshops/ symposia,

Level - 4 pts. the signatories are the proponents, sponsoring
agency, director of training or any authorized
official.

4. The presentation of own research/studies of

the applicant as an invited speaker shall be
considered as resource speakership.

• Accredited as Applicants who are an Accredited Learning 1. Certificate of

Regional - Facilitator (ALF) and Accredited Learning Assessor Recognition as
1 pt. (ALA) of NEAP or Learning Resource Evaluator LF/LA/LRE issued by
(LRE) of LRMDS shall be given appropriate points. the NEAP / LRMDS in
• Accredited as the Region.
National Trainer -
2 pts. 2. Certificate of
Accreditation as
LF/LA/LRE issued by
NEAP / BLR at the
Central Office

24
• SBM Level 1 Applicants with outstanding accomplishments 1. SBM Level of
(Division Validation)- that have improved School-Based Management Practice Assessment
1 pt. (SBM) Level of Practice shall be given appropriate Result.
points.
• SBM Level 2 2. Certificate of
(Division or Region Recognition/Merit
Validation) - issued to the school
2 pts.

• SBM Level 3
(Region Validation) -
3 pts.

D. Education (25 points)

• Complete 1. Completion of academic requirements of the 1. Certified,

Academic required course should be supported by a Authenticated, and
Requirements for certificate of completion of academic Verified (CAV)
master’s degree - requirements duly certified and signed by the Transcript of Records
10 pts. school registrar.
2. Certificate of CAR
• Master’s Degree 2. Academic requirements earned are perpetual duly signed by the
- 15 pts. and shall not lapse and should be given the school registrar.
corresponding points.
• Complete
Academic 3. No points shall be given to below CAR.
Requirements for
Doctoral Degree -
20 pts.

• Doctoral Degree
- 25 pts.

Training

1. Training refers to formal or non-formal training 1. Issuance

(5 points) courses and HRD interventions such as coaching, /Memorandum
mentoring, job rotation, seminars, workshops, and
• District Level - others that are part of the employee's Individual 2. Certificate of
1 pt. Development Plan / Career Development Plan. Participation /
• Division Level - These training / Learning and development Attendance /
2 pts. interventions are intended to enable the candidates Appearance
• Regional Level – to successfully perform the duties and
3 pts. responsibilities as indicated in the PDF or Job
Description (JD) of the position to be filled. These
• National Level – are evidences by the Learning and Development

25
4 pts. Plan / Coaching and Mentoring Program approved
• International by the agency head and Certificates issued by the
Level – HRMO or authorized official from the government
5 pts. or private (Sec. 61-ORA-OHRA).

2. Training
a. Participant in a specialized training (e.g.
Scholarship Programs, Short Courses, Study
Grants shall be given one (1) point for every
month of attendance but not to exceed
five points
b. Participant in three (3) or more training
activities in each level conducted for at
least three (3) days not credited during the
last promotions:
- District level
- Division level
- Regional Level
c. Participant in one (1) training conducted for
at least three (3) days not credited during
the last promotion:
- National Level
- International Level

5. International training - it is considered an

international training when trainers are
internationally recognized/accredited, i.e, Asian
Institute of Management (AIM), Southeast Asian
Ministers of Education or Organization (SEAMEO),
Development Academy of the Philippines (DAP),
etc. and the activity is attended in by participants
coming from across the globe. Likewise with
national training, trainers are nationally recognized
and the activity / training is attended to by
participants coming from across the country.

Chair/Co-Chair in a technical/planning committee

• District Level – 1. Chair/ Co-chair in a technical/ planning 1. Copy of the

1 pt. committee memorandum
- District Level indicating the name of
• Division Level – - Division Level a candidate as member
2 pts. - Regional Level of the technical /
- National Level planning team
• Regional Level – - International Level
3 pts. 2. Copy of the
Designation order as

26
• National Level – chair or co-chair
4pts.
3. Pictures / other
• International applicable MOVs such
Level – as Action Plan/ Annual
5 pts. Accomplishment
Report

E. Potential (5 points)

• Communication 1. This refers to the capacity and ability of a 1. Written

Skills – candidate to assume the duties of the position Examination /
1 pt. to be filled up and those of higher level. Practical Examination

•Ability to 2. The HRMPSB shall determine the potentials of

Present Ideas – the candidate based on each of the following:
1 pt. a. Communication Skills. Speaks and writes
effectively in Filipino and English
• Alertness – b. Ability to Present Ideas. Presents well-
1 pt. organized and precise ideas with marked
command of the language.
• Judgment – c. Alertness. Manifests presence of mind
1 pt. and awareness of the environment.
d. Judgement. Demonstrates sound
•Leadership judgement
Ability –1 pt. e. Leadership Ability.

3. The points assigned shall be in consonance

with DepEd Order No. 66, s. 2007.

F. Psychosocial Attributes and Personality Traits (5 points)

a. Human Relations Behavioral Event

(2 points) This factor includes human relations, stress Interview
tolerance and decisiveness, which would
indicate the capability of the candidate to be
assets to the entire service system and utilize
his/her talents and expertise to the maximum.

1. Adjusts to the variety of personalities, ranks

and informal groups present in the organization
- (0.4 pt.)
2. Internalizes work changes with ease and
vigor - (0.4 pt.)
3. Accepts constructive criticisms objectively
whether from his subordinates, peers or
superiors - (0.4 pt.)

27
 4. Observes proper decorum in relating with
superiors and peers - (0.4 pt.)
5. Takes the initiative to organize work groups,
adopt procedures and standards in his own
level - (0.4 pt.)

b. Decisiveness 1. Thinks logically and acts accordingly -(0.4 pt.) Behavioral Event
(2 points) 2. Considers alternatives and recommends Interview
solutions when faced with problem
situations - (0.4 pt.)
3. Gives convincing recommendations and
suggestions -( 0.4 pt.)
4. Acts quickly and makes the best decision
possible - (0.4 pt.)
5. Exercises flexibility -(0.4 pt.)

c. Stress Tolerance 1. Exercises high degree of tolerance for tension Behavioral Event
(1 point) resulting from increasing volume of work, Interview
organizational change, environmental conflicts,
etc. - (0.2 pt.)
2. Uses coping mechanisms to handle creatively
tensions resulting from one’s work. - (0.2 pt.)
3. Controls negative manifestations of
emotions. - (0.2 pt.)
4. Performs satisfactorily his duties and functions
in a tension-laden situation. - (0.2 pt.)
5. Channels negative emotions to positive and
constructive endeavors. - (0.2 pt.)

B. GUIDELINES FOR ASSESSMENT OF MASTER TEACHERS

COMPUTATION OF POINTS

MOVs
POINTS Description / To Dos: (Means of
Verification/
Documents to
Prepare)

1. Demonstration Teacher

For Master Teacher I, an applicant has been a 1. Order of the

demonstration teacher in the school or district level; Principal to conduct
Demonstration

28
 and Master Teacher II, an applicant has been a Teaching
demonstration teacher on the division level. 2. Certification as
Demonstration Teacher
Applicants should present an Order of the Principal to 3. Program/Training
conduct Demonstration Teaching. Matrix
4. Duly approved
The School Head or Training Facilitator should assess the Lesson Plan
demonstrator teacher during the conduct of LAC Session; 5. Attendance Sheet
INSET; Seminar/Workshop in the school / division / region 6. Pictures during the
/ national levels. demo teaching
7. Accomplished
Classroom Observation
Tool

2. Performance Ratings

The performance rating of the candidate for the last one Latest IPCRF which is
(1) rating period prior to screening should be at least complete and duly
Very Satisfactory. signed by authorized
officials

3. Teaching Experience

Master Teacher I 1. Updated service

-At least three (3) years teaching experience Record

Master Teacher II
-One (1) year as Master Teacher I or Four (4) years as
Teacher III

Master Teacher III

-One (1) year as Master Teacher II or Five (5) years as
Teacher III

Master Teacher IV
-One (1) year as Master Teacher III or Five (5) years as
Teacher III or Five (5) years cumulative experience as MT-
I/MT-II/MT-III

4. At least 25 points in leadership, potential and accomplishments

A. Introduced any of the following:

20 points A.1. Curriculum or Instructional Materials 1. Duly approved letter

1. Present letter of intent to the School Head for the of intent
utilization of the developed/devised curriculum or 2. Description of the
instructional materials. IMs
2. Present the instructional materials 3. Certification from
developed/devised. the School Head

29
 3. Identify the persons/clientele to benefit the 4. Certification from
developed/devised instructional materials. the benefitted entity or
personnel (at least 4)
5. Pictures/realia

A.2 Teaching Techniques or Strategies 1. Duly approved letter

1. Present letter of intent to the Authority for the of intent
introduction of the Teaching Techniques/Strategies 2. Description of the
2. Present the teaching technique/strategies Techniques/Strategies
3. School
Memorandum
(indicating the
instructions of the
school head to adopt
the introduced
teaching
techniques/strategies
4. Certification from
the School Head
5. Pictures

A.3. Simplification of Work 1. Duly approved letter

1. Present letter of intent to the School Head for the of intent
proposed strategies/mechanisms to simplify and 2. Proposal and
improve a specific educational area/concern Workflow
2. Present the Work flow and the processes 3. Implementation
3. Identify the persons/clientele to benefit the proposed Work Plan
simplification initiatives 4. School
Memorandum
(indicating the
instructions of the
school head to
implement the new
method/process or
Certification from the
School Head
5. Certification from
the benefitted entity or
personnel (at least 4)
6. Accomplishment
Report (with
pictures/realia)

A.4. Income Generating Project 1. Duly approved Letter

1. Present letter request/intent to School Head to Request/Intent
organize an income-generating project emphasizing 2. IGP Proposal

30
 the academic and economic relevance of the 3. Accomplishment
activity. Report (with pictures)
4. Financial Statement
5. Certification from
School

B. Served satisfactorily for at least one (1) year in addition to the regular teaching load

12 points B.1 Subject/Learning Area Coordinator or Curriculum 1. Designation Letter

Year/Grade Chairman (signed by School
National–12 pts B.2. Adviser of any special organization Head)
Region - 10 pts B.3. Coordinator/Adviser of educational movements or 2. Activity Design
Division – 8 pts activities such as: Scouting, STEP, YECS, 3. Memorandum/
District – 6 pts Summer/Youth Science Camps, Investigatory Program of activities
School – 4 pt Projects, Red Cross, Skills Olympics, Math Olympiad, 4. Certification from
MTAP, Sports, Athletics, Education Week and other the School Head and
related activities Class Program
5. Accomplishment
1. Accept the designation/s assigned by the School Report
Head 6. Awards received
2. Define the roles and functions accorded to the 7. Pictures
designation
3. Present to the SH your plans/activities relative to
your designation
4. Implementation of activities relative to the
designation

C. Served satisfactorily as Chair of a Special Committee

12 points 1. Designation Letter

1. Special Committee may include but not limited to: 2. Activity Design
For - Curriculum Study and Enrichment 3.
participation as - Preparation of Instructional Materials Memorandum/Progra
Member – - School Programs m of
5 points - General Instructional Program for Teachers activities/Committee
- Test and Measurement Reports/Copy of
2. Accept the designation/s assigned by the School Head General Class Program
3. Define the roles and functions accorded to the 4. Certification from
designation the School Head
3. Present to the SH your plans/activities relative to your 5. Accomplishment
Report (Narrative and
Pictures)

31
D. Conduct Action Research to improve instruction, teacher welfare and community development

12 points Action Research 1. Approved Letter of

Initiated/ Intent
conceptualized 1. Present letter of intent to the School Head to conduct 2. Copy of Action
– 3 pts. action research Research
2. Seek Approval from School Head 3. Certification that the
Headed/ 3. Conduct Action Research Action Research is
chaired – 4. Administer Research Instruments beneficial for the
3 pts. 5. Certification that the Research is recognized and used in school/district/division
the Division/District/School 4. Instrument Used
Completed –
(Questionnaire, etc)
3 pts
5. Results (Data
Utilized – 3 pts Gathered)

E. Coordinated any of the following for at least two (2) years

12 points E.1. Community Project 1. Approved Letter of

E.2. Community Service (Feeding, nutrition fairs, coastal Intent
For clean-up, agri-business fairs, etc.) 2. Copy of Project
participation as Proposal
member of such 1. Present letter of intent to the School Head for the 3. Certifications that
activity – proposed community project/service the Community
7 points 2. Seek Approval from authorities (school/division/region) Project/Service is
3. Identify beneficiaries of the community project/service beneficial to the
4. Implement the project community
by (1.) Community
Leader/Official of the
benefitted community
(2.) School Head
4. Accomplishment
Report (Narrative and
Pictures)

F. Organized/managed/initiated/facilitated:

15 points In-Service Trainings 1. Approved letter of

Intent/Request
Regional level- 1. Present letter of intent to the School to facilitate 2. TNA/SPPD Result
15 points training 3. Certificate/s of
2. Present the TNA or SPPD result as basis for the conduct Trainership
Division level – of training 4. Training
10 points 3. Present credentials/personal evidences of the capability Design/Training Matrix
to conduct training 5. Memorandum
District level – 4. Formulate training design and training matrix where the candidate is
5 points designated as
chairman/organizer

32
School level – 6. Attendance Sheet
2 points 7. Program of Activities
8. Report of
Accomplishment
signed by the head of
office
9. Pictures

G. Trainer/Coach of winning contestants/athletes/teams and Coordinator of Boy Scout or Girl Scout

activities

12 points Trainer/Coach 1. Certification as

coach/trainer
National level – 2. Certificates/Awards
12 points of the winning
student/s
Regional level 3. Tabular Presentation
– 10 points of Wins (Date of the
Activity/Name of
Division level – Event/s; Name of
8 points Winner/s)
4. Special Order
District level – designating the
6 points applicant or
Coordinator

H. Written and published a book or article/s

5 points 1. Articles should be published in 1. Copy of the article/s

newspapers/magazines/journals of wide circulation at published
Sole least within a province/city in printed form or online 2. Copy of the
authorship – form on official websites. newspaper/magazine/
5 points publication/ journal
2. Opinion/feature articles, which need not be approved 3. Certification from
Co-authorship by the Head of office, must contain data/scientific the publisher
– 3 points research and must be educational. 4. Copy of the
published book
Article – 3. Online articles should be published in an
1 point per official/reputable educational website.
article but not
to exceed 2 pts. 4. A book must be published with ISBN/ISSN by a
reputable/recognized publishing company.

5.The following are also considered under publication:

a. research articles on journals or conference
proceedings which are peer reviewed by
international circulation

33
 b. Big books which passed the Learning Resource
Quality Assurance.

6. Quality-Assured Self –Learning Module / Learning

Activity Sheets published/uploaded in the LR Portal (1 pt.
per module but not to exceed 5 pts.)

C. GUIDELINES ON THE APPOINTMENT AND PROMOTION OF SCHOOL HEADS

Specific points are assigned for each criterion in the ranking for Head Teacher/Principal
positions, as follows:
CRITERIA POINTS

A. Performance 35

B. Experience 5

C. Outstanding Accomplishments 20

D. Education 25

E. Training 5

F. Psycho-social attributes 5

G. Potential 5

TOTAL 100

COMPUTATION OF POINTS

MOVs
POINTS Description / To Dos: (Means of Verification/
Documents to Prepare)

A. Performance Rating (35 points)

35 points 1. The performance rating of the candidate for Latest IPCRF which is
the last one (1) rating period prior to screening complete and duly
should be at least Very Satisfactory. signed by authorized
2. For employees who are on-study leave, the officials .
Performance Rating prior to the study/
scholarship shall be used.
3. The latest Performance Rating is multiplied
by 35%.

34
 B. Experience (5 points)

5 points 1. Experience must be relevant to the duties 1. Updated Service

and functions of the position to be filled, Record or Certification of
with every month given a point but not to Employment
exceed five (5) points. Every month of service
of 1 year shall be given corresponding points.
2. Official designation/
Example: appointment by the
1 yr. & 5 mos. 1 5/12 = 1.4 points personnel or the head of
4 yr. & 9 mos. 4 9/12 = 4.8 points the agency (for private
and other public
2. Related experience rendered in the private institutions)
and other public institutions shall be
considered if supported by official
designation/ appointment or is indicated in
the service records duly signed by the
personnel officer or the head of the agency.

3. Any teacher designated by the Schools

Division Superintendent as Teacher-In-
Charge/Officer-In-Charge of a school,
relevant experience shall be credited.

4. The experience of an Assistant School

Principal position is considered a relevant
experience for a Principal position.

C. Outstanding Accomplishments (20 points)

C.1. Outstanding 1. The award should be a product of an 1.Plaques/ Certificate

Employee Award institutionalized search and conducted by the of Recognition as an
(4 points) School, District, Division or Regional PRAISE Outstanding Employee
committee or local, national or international
• Awardee in the awards given by reputable institutions/ award 2. Copy of the
school - giving bodies like CSC, NEDA, Metrobank Memorandum of the
0.5 pt. Foundation, PPSTA/ MTMAS, CSC, and other Search for an
legitimate and DepEd-Recognized award- Outstanding Employee
• Nomination in giving bodies.
the division/ 3. Copy of a released
awardee in the 2. The employee award is granted to an bulletin for the official
district – individual or individuals who excelled among results of the search.
1 pt. peers in a functional group, position or
profession. For internal award- giving bodies, 4. Pictures
• Nomination in i.e., DepEd, it should be conducted annually.
the region/ (Source: DepEd Order No. 9, s. 2002).
awardee in the
division – 3. In the event that an applicant will present

35
2 pts. awards from both sources (DepEd Order No. 9,
s. 2002 and DECS Order 99, s. 1999/DECS Order
• Nomination in No. 10, s. 1990) consider only the higher points.
the Department/
awardee in the
region –
3 pts.

• National
awardee –
4 pts.

C.2. Innovation 1. Innovation means something new. It is a 1. Proposals duly

(4 points) demonstration of creativity, initiative, and approved by the Head
innovativeness through the development of of Office
• Conceptualized new or superior work procedures, methods,
-0.5 pt. inventions, and devices (DepEd Order No. 54, s. 2. Copy of the materials
1993). / proof of innovation
• Started the introduced/
implementation – 2. Innovative work plan properly documented, implemented
1 pt. approved by immediate chief and attested by
authorized regional/divisional officials. 3. Certification signed
• Fully by an immediate head /
implemented in 3. A work plan, Re-Entry Action Plan, properly head of office that such
the school – documented, approved by immediate candidate implement
2 pts. supervisor and/or authorized officials and
implemented, shall be considered as 4. Accomplishment
• Adopted in the Innovation. Report verified by the
district - Head of Office
3 pts. 4. All innovations must be properly
documented 5. Certification of the
• Adopted in the utilization of the
division – innovation, within the
4 pts. school/office duly
signed by the Head of
Office

6. Certification of the
adoption by another
school/ office duly
signed by the Head of
Office

7. Certification of the
adoption by the region
duly signed by the
Regional Director.

36
 8.. Pictures / other
applicable MOVs

C.3. Research 1. An action or applied research must be 1. Copy of the Research

and Development approved by the Schools Division proposal or complete
Projects Superintendent through channels. research work duly
(4 points) approved by the head
2. Points for action research developed and of office
• Action research implemented in a group shall be divided by the
conducted in the number of proponents of team members. 2. Accomplishment
school level – Report verified by the
2 pts. 3. Mere analysis of data such as, but not limited Head of Office.
to School Readiness Year- End Assessment
• Action research (SReYA) , Philippine Informal Reading (Phil-IRI), 3. Certification of the
conducted in the Early Literacy, Language, and Numeracy utilization of the result
district level - Assessment (ELLNA), etc., shall not be included of the development
3 pts. as points for research. However, an action project within the
research emanating from the results of such school/ office duly
• Action research analysis shall be considered. signed by the Head of
conducted in the Office.
division level - 4. Action research implemented as CI Project 4. Certification of
4 pts. shall be given appropriate points. adoption by another
school/office duly
5. Research priorities of the Department of signed by the Head of
Education across four themes (Teaching and Office.
Learning, Child Protection, Human Resource
Development, and Governance) and three 5. Pictures / other
cross-cutting themes (Gender and applicable MOVs
Development, Disaster Risk Reduction and
Management, and Inclusive Education).(DO No.
13, s. 2015, DO No. 43, s. 2015 and DO No. 4, s.
2016, DO No. 39, s. 2016).

6. Proof of citation by other researchers (whose

studies/research is likewise approved by
competent authority) of the concept/s
developed of the research.

C.4. Publication/ 1. Articles should be published in 1. Copy of the

Authorship newspapers/magazines/journals of wide newspaper/magazine/t
(4 points) circulation at least within a province/city in abloid/ newsprint/
printed form or online form on official educational journals/
• Articles websites. book where the article
published in a is published.
journal/ 2. Opinion/feature articles, which need not be
newspaper/maga approved by the Head of office, must contain 2. For online

37
zine of wide data/scientific research and must be publications, provide
circulation – educational. the Uniform Resource
1 pt. per article Locator (URL) of the
but not to exceed 3. Online articles should be published in an website where the
2 pts official/reputable educational website. article is published.

• Co-authorship 4. A book must be published with ISBN/ISSN by 3. Pictures / other

of a book - a reputable/recognized publishing company. applicable MOVs
3 pts.
5.The following are also considered under
• Sole authorship publication:
of the book - a. research articles on journals or
4 pts. conference proceedings which are peer
reviewed by international circulation;
and
b. Big books which passed the Learning
Resource Quality Assurance.

6. Authorship of copyrightable works such as

school/municipal hymns/march, songs, poems
shall be credited one (1) point per authorship
but not exceed to 4 points.

C.5. Consultant/ 1. A resource speaker must be invited to 1. Certificate of

Resource Speaker speak and/or facilitate a certain topic of Recognition or
in Trainings/ interest or content. The certificate of appreciation.
Seminar/ recognition or appreciation shall be
Workshops/ supported by an Invitation Letter, 2. Copy of the letter of
Symposia Memorandum, Training Design/ Matrix, invitation /
(4 points) Approved Travel Authority, etc. memorandum
indicating the name of
• District Level – 2. For DepEd trainings/workshops/ symposia, a candidate as
0.5 pt. signatories are the following: Resource speaker
a. School level - School Head
• Division Level - b. District level - Public Schools District 3. Pictures / other
1 pt. Supervisor applicable MOVs
c. Division level - Schools Division
• Regional Level - Superintendent or his Authorized
2 pts. Representative
d. Regional level - Regional Director or his
• National Level - Authorized Representative
3 pts. e. National level - DepEd Central office
authorized official
• International
Level - 3. For Non-DepEd training/ workshops/
4 pts. symposia, the signatories are the proponents,
sponsoring agency, director of training or any

38
 authorized official.

4. The presentation of own research/studies of

the applicant as an invited speaker shall be
considered as resource speakership.

• Accredited as 1. Applicants who are an Accredited Learning 1. Certificate of

Regional Trainer - Facilitator (ALF) and Accredited Learning Recognition as
1 pt. Assessor (ALA) of NEAP or Learning Resource LF/LA/LRE issued by the
Evaluator (LRE) of LRMDS shall be given NEAP / LRMDS in the
• Accredited as appropriate points. Region.
National Trainer -
2 pts. 2. Certificate of
Accreditation as
LF/LA/LRE issued by
NEAP / BLR at the
Central Office

• SBM Level 1 1. Applicants with outstanding 1. SBM Level of Practice

(Division Validation)- accomplishments that has improved School- Assessment Result.
1 pt. Based Management (SBM) Level of Practice
shall be given appropriate points. 2. Certificate of
• SBM Level 2 Recognition/Merit
(Division or Region issued to the school
Validation) -
2 pts.

• SBM Level 3
(Region Validation) -
3 pts.

D. Education (25 points)

• Complete 1. Completion of academic requirements of the 1. Certified,

Academic required course should be supported by a Authenticated, and
Requirements for certificate of completion of academic Verified (CAV)
Master’s Degree - requirements duly certified and signed by the Transcript of Records
10 pts. school registrar.
2. Certificate of CAR
• Master’s Degree 2. Academic requirements earned are duly signed by the
- 15 pts. perpetual and shall not lapse and should be school registrar.
given the corresponding points.
• Complete
Academic 3. There shall be no breaking down of points for
Requirements for those below CAR.
Doctoral Degree -
20 pts.

39
 • Doctoral Degree
- 25 pts.

E. Training (5 points)

1. Training refers to formal or non-formal 1. Issuance

(5 points) training courses and HRD interventions such as /Memorandum
coaching, mentoring, job rotation, seminars,
• District Level - workshops, and others that are part of the 2. Certificate of
1 pt. employee's Individual Development Plan / Career Participation /
• Division Level - Development Plan. These training / Learning and Attendance /
2 pts. development interventions are intended to Appearance
• Regional Level – enable the candidates to successfully perform
3 pts. the duties and responsibilities as indicated in the
PDF or Job Description (JD) of the position to be
• National Level – filled. These are evidences by the Learning and
4 pts. Development Plan / Coaching and Mentoring
• International Program approved by the agency head and
Level – Certificates issued by the HRMO or authorized
5 pts. official from the government or private (Sec. 61-
ORA-OHRA).

2. Training
a. Participant in a specialized training (e.g.
Scholarship Programs, Short Courses,
Study Grants shall be given one (1) point
for every month of attendance but not
to exceed five points
b. Participant in three (3) or more training
activities in each level conducted for at
least three (3) days not credited during
the last promotions:
- District level
- Division level
- Regional Level
c. Participant in one (1) training conducted
for at least three (3) days not credited
during the last promotion:
- National Level
- International Level

5. International training - it is considered an

international training when trainers are
internationally recognized/accredited, i.e, Asian
Institute of Management (AIM), Southeast Asian
Ministers of Education or Organization

40
 (SEAMEO), Development Academy of the
Philippines (DAP), etc. and the activity is
attended in by participants coming from across
the globe. Likewise with national training,
trainers are nationally recognized and the activity
/ training is attended to by participants coming
from across the country.

Chair/ Co-chair in a technical/ planning committee

• District Level – 1. Chair/ Co-chair in a technical/ planning 1. Copy of the

1 pt. committee memorandum
- District Level indicating the name of
• Division Level – - Division Level a candidate as member
2 pts. - Regional Level of the technical /
- National Level planning team
• Regional Level – - International Level
3 pts. 2. Copy of the
Designation order as
• National Level – chair or co-chair
4pts.
3. Pictures / other
• International applicable MOVs such
Level – as Action Plan/ Annual
5 pts. Accomplishment
Report

Attended the School Head’s leadership program

• Attended the Applicants attended the School Head’s 1. Issuance

School Head’s leadership program not credited in the last /Memorandum
Development promotion shall be given appropriate points.
Program (SHDP) – 2. Certificate of
3 pts. Participation/Attendan
ce/ Appearance
• Completed /
Graduated the 3. Certificate of
School Head’s Completion
Development
Program (SHDP – 4. Copy of the
5 pts. complete Application
Project duly approved
by the head of office

5. Pictures / other
applicable MOVs

41
F. Potential (5 points)

• Communication 1. This refers to the capacity and ability of a 1. Written Examination

Skills – candidate to assume the duties of the / Practical Examination
1 pt. position to be filled up and those of higher
level.
•Ability to
Present Ideas – 2. The HRMPSB shall determine the potentials
1 pt. of the candidate based on each of the
following:
• Alertness – a. Communication Skills. Speaks and
1 pt. writes effectively in Filipino and English
b. Ability to Present Ideas. Presents well-
• Judgment – organized and precise ideas with
1 pt. marked command of the language.
c. Alertness. Manifests presence of mind
•Leadership and awareness of the environment.
Ability – d. Judgement. Demonstrates sound
1 pt. judgement
e. Leadership Ability.

3. The points assigned shall be in consonance

with DepEd Order No. 66, s. 2007.

G. Psychosocial Attributes and Personality Traits (5 points)

a. Human Relations This factor includes human relations, stress

(2 points) tolerance and decisiveness, which would
indicate the capability of the candidate to be
assets to the entire service system and utilize
his/her talents and expertise to the
maximum.

1. Adjusts to the variety of personalities, ranks

and informal groups present in the
organization - (0.4 pt.)
2. Internalizes work changes with ease and
vigor - (0.4 pt.)
3. Accepts constructive criticisms objectively
whether from his subordinates, peers or
superiors - (0.4 pt.)
4. Observes proper decorum in relating with
superiors and peers - (0.4 pt.)
5. Takes the initiative to organize work groups,
adopt procedures and standards in his own
level - (0.4 pt.)

42
b. Decisiveness 1. Thinks logically and acts accordingly -(0.4 pt.)
(2 points) 2. Considers alternatives and recommends
solutions when faced with problem
situations - (0.4 pt.)
3. Gives convincing recommendations and
suggestions -( 0.4 pt.)
4. Acts quickly and makes the best decision
possible - (0.4 pt.)
5. Exercises flexibility -(0.4 pt.)

c. Stress Tolerance 1. Exercises high degree of tolerance for

(1 point) tension resulting from increasing volume of
work, organizational change, environmental
conflicts, etc. - (0.2 pt.)
2. Uses coping mechanisms to handle creatively
tensions resulting from one’s work. - (0.2 pt.)
3. Controls negative manifestations of
emotions. - (0.2 pt.)
4. Performs satisfactorily his duties and
functions in a tension-laden situation. - (0.2
pt.)
5. Channels negative emotions to positive and
constructive endeavors. - (0.2 pt.)

D. GUIDELINES ON THE APPOINTMENT AND PROMOTION OF NON-TEACHING POSITIONS

Criteria Points

Level 1 Level 2

A. Performance 35 30

B. Experience 5 10

C. Outstanding Accomplishments 5 20
(Meritorious Accomplishments)

D. Education 10 15

E. Training 10 10

F. Psycho-social attributes 20 10

G. Potential 15 5

Total 100 100

43
 D.1 NON - TEACHING LEVEL 1

COMPUTATION OF POINTS (Non - Teaching Level 1)

MOVs
POINTS Description / To Dos: (Means of Verification/
Documents to Prepare)

A. Performance Rating

35 points 1. The performance rating of the candidate for Latest IPCRF which is
the last one (1) rating period prior to screening complete and duly
should be at least Very Satisfactory. signed by authorized
officials .
2. For employees who are on-study leave, the
Performance Rating prior to the study/
scholarship shall be used.

3. The latest Performance Rating is multiplied

by 35%.

B. Experience

5 points 1. Relevant experience acquired through a Job 1. Updated Service

Order or Contract of Service covered by a Record or Certification of
contract or a Memorandum of Agreement may Employment
be considered for meeting the experience
requirement (Sec. 57-ORA-OHRA). 2. Official designation/
appointment by the
2. Relevant experience acquired through personnel or the head of
volunteer work, on full time basis, as certified by the agency (for private
the Human Resource Management Officer or and other public
authorized officials may be considered for institutions)
meeting the experience requirement (Sec. 58-
ORA-OHRA).

3. Experience in the first level position may be

considered for meeting the experience
requirement of second level positions when
acquired in the occupational group or
functionally related positions (Sec. 59-ORA-
OHRA).

4. Related experience rendered in the private

and other public institutions shall be considered
if supported by official designation/ appointment
or is indicated in the service records duly signed

44
 by the personnel officer or the head of the
agency.

5. Experience must be relevant to the duties and

functions of the position to be filled, with every
month given a point but not to exceed five (5)
points. Every month of service of 1 year shall be
given corresponding points.
Example:
1 yr. & 5 mos. 1 5/12 = 1.4 points
4 yr. & 9 mos. 4 9/12 = 4.8 points

C. Outstanding Accomplishments (5 points)

C.1. Outstanding 1. The award should be a product of an 1.Plaques/ Certificate

Employee Award institutionalized search and conducted by the of Recognition as an
(1 point) School, District, Division or Regional PRAISE Outstanding Employee
committee or local, national or international 2. Copy of the
• Awardee in the awards given by reputable institutions/ award Memorandum of the
school - giving bodies like CSC, NEDA, Metrobank Search for an
0.25 pt. Foundation, PPSTA/ MTMAS, CSC, and other Outstanding Employee
legitimate and DepEd-Recognized award- 3. Copy of a released
• Nomination in giving bodies. bulletin for the official
the division/ results of the search.
awardee in the 2. The employee award is granted to an 3. Pictures
district – individual or individuals who excelled among
0.5 pt. peers in a functional group, position or
profession. For internal award- giving bodies,
• Nomination in i.e., DepEd, it should be conducted annually.
the region/ (Source: DepEd Order No. 9, s. 2002).
awardee in the
division – 3. In the event that an applicant will present
0.5 pt. awards from both sources (DepEd Order No. 9,
s. 2002 and DECS Order 99, s. 1999/DECS Order
• Nomination in No. 10, s. 1990) consider only the higher points.
the Department/
awardee in the
region –
0.75 pt.

• National
awardee –
1 pt.

45
C.2. Innovation 1. Innovation means something new. It is a 1. Proposals duly
(1 point) demonstration of creativity, initiative, and approved by the Head
innovativeness through the development of of Office
• Conceptualized- new or superior work procedures, methods,
0.25 inventions, and devices (DepEd Order No. 54, s. 2. Copy of the materials
1993). / proof of innovation
• Started the introduced/
implementation – 2. Innovative work plan properly documented, implemented
0.5 pt. approved by immediate chief and attested by
authorized regional/divisional officials. 3. Certification signed
• Fully by an immediate head /
implemented in 3. A work plan, Re-Entry Action Plan, properly head of office that such
the school – documented, approved by immediate candidate implement
0.5 pt. supervisor and/or authorized officials and
implemented, shall be considered as 4. Accomplishment
• Adopted in the Innovation. Report verified by the
district - Head of Office
0.75 pt. 4. Non-teaching personnel, innovation shall
focus on organizational efficiency, work 5. Certification of the
• Adopted in the procedures, leadership, educational support, utilization of the
division – partnership and community involvement. innovation, within the
1 pt. school/office duly
5. All innovations must be properly signed by the Head of
documented. Office

6. Certification of the
adoption by another
school/ office duly
signed by the Head of
Office

7. Certification of the
adoption by the region
duly signed by the
Regional Director.

8.. Pictures / other

applicable MOVs

C.3. Research 1. An action or applied research must be 1. Copy of the Research

and Development approved by the Schools Division proposal or complete
Projects Superintendent through channels. research work duly
(1 point) approved by the head
2. Points for action research developed and of office
• Action research implemented in a group shall be divided by the
conducted in the number of proponents of team members. 2. Accomplishment
school level – Report verified by the

46
0.5 pt. 3. Mere analysis of data such as, but not limited Head of Office.
to School Readiness Year- End Assessment
• Action research (SReYA) , Philippine Informal Reading (Phil-IRI), 3. Certification of the
conducted in the Early Literacy, Language, and Numeracy utilization of the result
district level - Assessment (ELLNA), etc., shall not be included of the development
0.75 pt. as points for research. However, an action project within the
research emanating from the results of such school/ office duly
• Action research analysis shall be considered. signed by the Head of
conducted in the Office.
division level - 4. Action research implemented as CI Project 4. Certification of
1 pt. shall be given appropriate points. adoption by another
school/office duly
5. Research priorities of the Department of signed by the Head of
Education across four themes (Teaching and Office.
Learning, Child Protection, Human Resource
Development, and Governance) and three 5. Pictures / other
cross-cutting themes (Gender and applicable MOVs
Development, Disaster Risk Reduction and
Management, and Inclusive Education).(DO No.
13, s. 2015, DO No. 43, s. 2015 and DO No. 4, s.
2016, DO No. 39, s. 2016).

6. Proof of citation by other researchers (whose

studies/research is likewise approved by
competent authority) of the concept/s
developed of the research.

C.4. Publication/ 1. Articles should be published in 1. Copy of the

Authorship newspapers/magazines/journals of wide newspaper/magazine/t
(1 point) circulation at least within a province/city in abloid/ newsprint/
printed form or online form on official educational journals/
• Articles websites. book where the article
published in a is published.
journal/ 2. Opinion/feature articles, which need not be
newspaper/maga approved by the Head of office, must contain 2. For online
zine of wide data/scientific research and must be publications, provide
circulation – educational. the Uniform Resource
0.5 pt. Locator (URL) of the
3. Online articles should be published in an website where the
• Co-authorship official/reputable educational website. article is published.
of a book -
0.75 pt. 4. A book must be published with ISBN/ISSN by 3. Pictures / other
a reputable/recognized publishing company. applicable MOVs
• Sole authorship
of the book - 5.The following are also considered under
1 pt. publication:
a. research articles on journals or

47
 conference proceedings which are peer
reviewed by international circulation;
and
b. Big books which passed the Learning
Resource Quality Assurance.

6. Authorship of copyrightable works such as

school/municipal hymns/march, songs, poems
shall be credited one (1) point per authorship
but not exceed to 1 point.

C.5. Consultant/ 1. A resource speaker must be invited to 1. Certificate of

Resource Speaker speak and/or facilitate a certain topic of Recognition or
in Trainings/ interest or content. The certificate of appreciation.
Seminar/ recognition or appreciation shall be
Workshops/ supported by an Invitation Letter, 2. Copy of the letter of
Symposia Memorandum, Training Design/ Matrix, invitation /
(1 point) Approved Travel Authority, etc. memorandum
indicating the name of
• District Level – 2. For DepEd trainings/workshops/ symposia, a candidate as
0.5 pt. signatories are the following: Resource speaker
a. School level - School Head
• Division Level - b. District level - Public Schools District 3. Pictures / other
1 pt. Supervisor applicable MOVs
c. Division level - Schools Division
• Regional Level - Superintendent or his Authorized
2 pts. Representative
d. Regional level - Regional Director or his
• National Level - Authorized Representative
3 pts. e. National level - DepEd Central office
authorized official
• International
Level - 3. For Non-DepEd training/ workshops/
4 pts. symposia, the signatories are the proponents,
sponsoring agency, director of training or any
authorized official.

4. The presentation of own research/studies of

the applicant as an invited speaker shall be
considered as resource speakership.

D. Education (10 points)

• Complete 1. Completion of academic requirements of the 1. Certified,

Academic required course should be supported by a Authenticated, and
Requirements for certificate of completion of academic Verified (CAV)
Master’s Degree - requirements duly certified and signed by the Transcript of Records

48
 6 pts. school registrar.
• Master’s Degree 2. Certificate of CAR
- 7 pts. 2. Academic requirements earned are duly signed by the
• Complete perpetual and shall not lapse and should be school registrar.
Academic given the corresponding points.
Requirements for
Doctoral Degree - 3. There shall be no breaking down of points for
9 pts. those below CAR.
• Doctoral Degree
- 10 pts.

E. Training (10 points)

• District Level - 1. Training refers to formal or non-formal 1. Issuance

2 pts. training courses and HRD interventions such as /Memorandum
• Division Level - coaching, mentoring, job rotation, seminars,
4 pts. workshops, and others that are part of the 2. Certificate of
• Regional Level – employee's Individual Development Plan / Career Participation /
6 pts. Development Plan. These training / Learning and Attendance /
• National Level – development interventions are intended to Appearance
8 pts. enable the candidates to successfully perform
• International the duties and responsibilities as indicated in the
Level – PDF or Job Description (JD) of the position to be
10 pts. filled. These are evidences by the Learning and
Development Plan / Coaching and Mentoring
Program approved by the agency head and
Certificates issued by the HRMO or authorized
official from the government or private (Sec. 61-
ORA-OHRA).

2. Training
a. Participant in a specialized training (e.g.
Scholarship Programs, Short Courses,
Study Grants shall be given one (1)
point for every month of attendance
but not to exceed five points
b. Participant in three (3) or more training
activities in each level conducted for at
least three (3) days not credited during
the last promotions:
- District level
- Division level
- Regional Level
c. Participant in one (1) training conducted
for at least three (3) days not credited
during the last promotion:

49
 - National Level
- International Level

3. International training - it is considered an

international training when trainers are
internationally recognized/accredited, i.e, Asian
Institute of Management (AIM), Southeast Asian
Ministers of Education or Organization
(SEAMEO), Development Academy of the
Philippines (DAP), etc. and the activity is
attended in by participants coming from across
the globe. Likewise with national training,
trainers are nationally recognized and the activity
/ training is attended to by participants coming
from across the country.

Chair/Co-Chair in a technical/planning committee

• District Level – 1. Chair/ Co-chair in a technical/ planning 1. Copy of the

2 pts. committee memorandum
- District Level indicating the name of
• Division Level – - Division Level a candidate as member
4 pts. - Regional Level of the technical /
- National Level planning team
• Regional Level – - International Level
6 pts. 2. Copy of the
Designation order as
• National Level – chair or co-chair
8 pts.
3. Pictures / other
• International applicable MOVs such
Level – as Action Plan/ Annual
10 pts. Accomplishment
Report

F. Potential (20 points)

• Communication 1. This refers to the capacity and ability of a 1. Written Examination

Skills – candidate to assume the duties of the / Practical Examination
4 pts. position to be filled up and those of higher
level.
•Ability to
Present Ideas – 2. The HRMPSB shall determine the potentials
4 pts. of the candidate based on each of the
following:
• Alertness – a. Communication Skills. Speaks and
4 pts. writes effectively in Filipino and English

50
 b. Ability to Present Ideas. Presents well-
• Judgment – organized and precise ideas with
4 pts. marked command of the language.
c. Alertness. Manifests presence of mind
•Leadership and awareness of the environment.
Ability – d. Judgement. Demonstrates sound
1 pt. judgement
e. Leadership Ability.

3. The points assigned shall be in consonance

with DepEd Order No. 66, s. 2007.

G. Psychosocial Attributes and Personality Traits (15 points)

a. Human Relations This factor includes human relations, stress

(6 points) tolerance and decisiveness, which would
indicate the capability of the candidate to be
assets to the entire service system and utilize
his/her talents and expertise to the maximum

1. Adjusts to the variety of personalities, ranks

and informal groups present in the
organization - (1.2 pt.)
2. Internalizes work changes with ease and
vigor - (1.2 pt.)
3. Accepts constructive criticisms objectively
whether from his subordinates, peers or
superiors - (1.2 pt.)
4. Observes proper decorum in relating with
superiors and peers - (1.2 pt.)
5. Takes the initiative to organize work groups,
adopt procedures and standards in his own
level - (1.2 pt.)

b. Decisiveness 1. Thinks logically and acts accordingly -(1 pt.)

(5 points) 2. Considers alternatives and recommends
solutions when faced with problem
situations - (1 pt.)
3. Gives convincing recommendations and
suggestions -(1 pt.)
4. Acts quickly and makes the best decision
possible - (1 pt.)
5. Exercises flexibility -(1 pt.)

51
c. Stress Tolerance 1. Exercises high degree of tolerance for
(4 point) tension resulting from increasing volume of
work, organizational change, environmental
conflicts, etc. - (0.8 pt.)
2. Uses coping mechanisms to handle creatively
tensions resulting from one’s work. - (0.8 pt.)
3. Controls negative manifestations of
emotions. - (0.8 pt.)
4. Performs satisfactorily his duties and
functions in a tension-laden situation. - (0.8
pt.)
5. Channels negative emotions to positive and
constructive endeavors. - (0.8 pt.)

D.1 NON - TEACHING LEVEL 2

COMPUTATION OF POINTS (Non - Teaching Level 2)

MOVs
POINTS Description / To Dos: (Means of Verification/
Documents to Prepare)

A. Performance Rating

30 points 1. The performance rating of the candidate for Latest IPCRF which is
the last one (1) rating period prior to screening complete and duly
should be at least Very Satisfactory. signed by authorized
2. For employees who are on-study leave, the officials.
Performance Rating prior to the study/
scholarship shall be used.
3. The latest Performance Rating is multiplied
by 30%.

B. Experience

10 points 1. Relevant experience acquired through a Job 1. Updated Service

Order or Contract of Service covered by a Record or Certification of
contract or a Memorandum of Agreement may Employment
be considered for meeting the experience
requirement (Sec. 57-ORA-OHRA). 2. Official designation/
appointment by the
2. Relevant experience acquired through personnel or the head of

52
 volunteer work, on full time basis, as certified by the agency (for private
the Human Resource Management Officer or and other public
authorized officials may be considered for institutions)
meeting the experience requirement (Sec. 58-
ORA-OHRA).

3. Experience in the first level position may be

considered for meeting the experience
requirement of second level positions when
acquired in the occupational group or
functionally related positions (Sec. 59-ORA-
OHRA).

4. Related experience rendered in the private

and other public institutions shall be considered
if supported by official designation/ appointment
or is indicated in the service records duly signed
by the personnel officer or the head of the
agency.

5. Experience must be relevant to the duties and

functions of the position to be filled, with every
month given a point but not to exceed five (5)
points. Every month of service of 1 year shall be
given corresponding points.
Example:
3 yrs. & 8 mos. 3 8/12 = 3.7 points
9 yrs. & 9 mos. 9 11/12 = 9.9 points

C. Outstanding Accomplishments (20 points)

C.1. Outstanding 1. The award should be a product of an 1.Plaques/ Certificate

Employee Award institutionalized search and conducted by the of Recognition as an
(4 points) School, District, Division or Regional PRAISE Outstanding Employee
committee or local, national or international 2. Copy of the
• Awardee in the awards given by reputable institutions/ award Memorandum of the
school - giving bodies like CSC, NEDA, Metrobank Search for an
0.5 pt. Foundation, PPSTA/ MTMAS, CSC, and other Outstanding Employee
legitimate and DepEd-Recognized award- 3. Copy of a released
• Nomination in giving bodies. bulletin for the official
the division/ results of the search.
awardee in the 2. The employee award is granted to an 3. Pictures
district – individual or individuals who excelled among
1 pt. peers in a functional group, position or
profession. For internal award- giving bodies,
• Nomination in i.e., DepEd, it should be conducted annually.
the region/ (Source: DepEd Order No. 9, s. 2002).

53
awardee in the
division – 3. In the event that an applicant will present
2 pts. awards from both sources (DepEd Order No. 9,
s. 2002 and DECS Order 99, s. 1999/DECS Order
• Nomination in No. 10, s. 1990) consider only the higher points.
the Department/
awardee in the
region –
3 pts.

• National
awardee –
4 pts.

C.2. Innovation 1. Innovation means something new. It is a 1. Proposals duly

(4 points) demonstration of creativity, initiative, and approved by the Head
innovativeness through the development of of Office
• Conceptualized- new or superior work procedures, methods,
0.5 pt. inventions, and devices (DepEd Order No. 54, s. 2. Copy of the materials
1993). / proof of innovation
• Started the introduced/
implementation – 2. Innovative work plan properly documented, implemented
1 pt. approved by immediate chief and attested by
authorized regional/divisional officials. 3. Certification signed
• Fully by an immediate head /
implemented in 3. A work plan, Re-Entry Action Plan, properly head of office that such
the school – documented, approved by immediate candidate implement
2 pts. supervisor and/or authorized officials and
implemented, shall be considered as 4. Accomplishment
• Adopted in the Innovation. Report verified by the
district - Head of Office
3 pts. 4. Non-teaching personnel, innovation shall
focus on organizational efficiency, work 5. Certification of the
• Adopted in the procedures, leadership, educational utilization of the
division – support,partnership and community innovation, within the
4 pts involvement. school/office duly
signed by the Head of
5. All innovations must be properly Office
documented.
6. Certification of the
adoption by another
school/ office duly
signed by the Head of
Office

7. Certification of the
adoption by the region

54
 duly signed by the
Regional Director.

8.. Pictures / other

applicable MOVs

C.3. Research 1. An action or applied research must be 1. Copy of the Research

and Development approved by the Schools Division proposal or complete
Projects (4 pts) Superintendent through channels. research work duly
approved by the head
• Action research 2. Points for action research developed and of office
conducted in the implemented in a group shall be divided by the
school level – number of proponents of team members. 2. Accomplishment
2 pts. Report verified by the
3. Mere analysis of data such as, but not limited Head of Office.
• Action research to School Readiness Year- End Assessment
conducted in the (SReYA) , Philippine Informal Reading (Phil-IRI), 3. Certification of the
district level - Early Literacy, Language, and Numeracy utilization of the result
3 pts. Assessment (ELLNA), etc., shall not be included of the development
as points for research. However, an action project within the
• Action research research emanating from the results of such school/ office duly
conducted in the analysis shall be considered. signed by the Head of
division level - Office.
4 pts. 4. Action research implemented as CI Project 4. Certification of
shall be given appropriate points. adoption by another
school/office duly
5. Research priorities of the Department of signed by the Head of
Education across four themes (Teaching and Office.
Learning, Child Protection, Human Resource
Development, and Governance) and three 5. Pictures / other
cross-cutting themes (Gender and applicable MOVs
Development, Disaster Risk Reduction and
Management, and Inclusive Education).(DO No.
13, s. 2015, DO No. 43, s. 2015 and DO No. 4, s.
2016, DO No. 39, s. 2016).

6. Proof of citation by other researchers (whose

studies/research is likewise approved by
competent authority) of the concept/s
developed of the research.

C.4. Publication/ 1. Articles should be published in 1. Copy of the

Authorship newspapers/magazines/journals of wide newspaper/magazine/t
(4 points) circulation at least within a province/city in abloid/ newsprint/
printed form or online form on official educational journals/
• Articles websites. book where the article
published in a is published.

55
journal/ 2. Opinion/feature articles, which need not be
newspaper/maga approved by the Head of office, must contain 2. For online
zine of wide data/scientific research and must be publications, provide
circulation – educational. the Uniform Resource
1 pt. Locator (URL) of the
3. Online articles should be published in an website where the
• Co-authorship official/reputable educational website. article is published.
of a book -
3 pts. 4. A book must be published with ISBN/ISSN by 3. Pictures / other
a reputable/recognized publishing company. applicable MOVs
• Sole authorship
of the book - 5.The following are also considered under
4 pts. publication:
a. research articles on journals or
conference proceedings which are peer
reviewed by international circulation;
and
b. Big books which passed the Learning
Resource Quality Assurance.

6. Authorship of copyrightable works such as

school/municipal hymns/march, songs, poems
shall be credited one (1) point per authorship
but not exceed to 4 points.

C.5. Consultant/ 1. A resource speaker must be invited to 1. Certificate of

Resource Speaker speak and/or facilitate a certain topic of Recognition or
in Trainings/ interest or content. The certificate of appreciation.
Seminar/ recognition or appreciation shall be
Workshops/ supported by an Invitation Letter, 2. Copy of the letter of
Symposia Memorandum, Training Design/ Matrix, invitation /
(4 points) Approved Travel Authority, etc. memorandum
indicating the name of
• District Level – 2. For DepEd trainings/workshops/ symposia, a candidate as
0.5 pt. signatories are the following: Resource speaker
a. School level - School Head
• Division Level - b. District level - Public Schools District 3. Pictures / other
1 pt. Supervisor applicable MOVs
c. Division level - Schools Division
• Regional Level - Superintendent or his Authorized
2 pts. Representative
d. Regional level - Regional Director or his
• National Level - Authorized Representative
3 pts. e. National level - DepEd Central office
authorized official
• International
Level - 3. For Non-DepEd training/ workshops/

56
 4 pts. symposia, the signatories are the proponents,
sponsoring agency, director of training or any
authorized official.

4. The presentation of own research/studies of

the applicant as an invited speaker shall be
considered as resource speakership.

D. Education (15points)

• Complete 1. Completion of academic requirements of the 1. Certified,

Academic required course should be supported by a Authenticated, and
Requirements for certificate of completion of academic Verified (CAV)
Master’s Degree - requirements duly certified and signed by the Transcript of Records
7 pts. school registrar.
2. Certificate of CAR
• Master’s Degree 2. Academic requirements earned are duly signed by the
- 10 pts. perpetual and shall not lapse and should be school registrar.
given the corresponding points.
• Complete
Academic 3. There shall be no breaking down of points for
Requirements for those below CAR.
Doctoral Degree -
13 pts.

• Doctoral Degree
- 15 pts.

E. Training (10 points)

• District Level - 1. Training refers to formal or non-formal 1. Issuance

2 pts. training courses and HRD interventions such as /Memorandum
coaching, mentoring, job rotation, seminars,
• Division Level - workshops, and others that are part of the 2. Certificate of
4 pts. employee's Individual Development Plan / Career Participation /
Development Plan. These training / Learning and Attendance /
• Regional Level – development interventions are intended to Appearance
6 pts. enable the candidates to successfully perform
the duties and responsibilities as indicated in the
• National Level – PDF or Job Description (JD) of the position to be
8 pts. filled. These are evidences by the Learning and
Development Plan / Coaching and Mentoring
• International Program approved by the agency head and
Level – Certificates issued by the HRMO or authorized
10 pts. official from the government or private (Sec. 61-
ORA-OHRA).

57
 2. Training
d. Participant in a specialized training (e.g.
Scholarship Programs, Short Courses,
Study Grants shall be given one (1)
point for every month of attendance
but not to exceed five points
e. Participant in three (3) or more training
activities in each level conducted for at
least three (3) days not credited during
the last promotions:
- District level
- Division level
- Regional Level
f. Participant in one (1) training conducted
for at least three (3) days not credited
during the last promotion:
- National Level
- International Level

3. International training - it is considered an

international training when trainers are
internationally recognized/accredited, i.e, Asian
Institute of Management (AIM), Southeast Asian
Ministers of Education or Organization
(SEAMEO), Development Academy of the
Philippines (DAP), etc. and the activity is
attended in by participants coming from across
the globe. Likewise with national training,
trainers are nationally recognized and the activity
/ training is attended to by participants coming
from across the country.

Chair/Co-Chair in a technical/planning committee

• District Level – 1. Chair/ Co-chair in a technical/ planning 1. Copy of the

2 pts. committee memorandum
• Division Level – - District Level indicating the name of
4 pts. - Division Level a candidate as member
• Regional Level – - Regional Level of the technical /
6 pts. - National Level planning team
• National Level – - International Level
8 pts. 2. Copy of the
• International Designation order as
Level – chair or co-chair
10 pts.
3. Pictures / other
applicable MOVs such

58
 as Action Plan/ Annual
Accomplishment
Report

F. Potential (10 points)

• Communication 1. This refers to the capacity and ability of a 1. Written Examination

Skills – candidate to assume the duties of the / Practical Examination
2 pts. position to be filled up and those of higher
level.
•Ability to
Present Ideas – 2. The HRMPSB shall determine the potentials
2 pts. of the candidate based on each of the
following:
• Alertness – a. Communication Skills. Speaks and
2 pts. writes effectively in Filipino and English
b. Ability to Present Ideas. Presents well-
• Judgment – organized and precise ideas with
2 pts. marked command of the language.
c. Alertness. Manifests presence of mind
•Leadership and awareness of the environment.
Ability – d. Judgement. Demonstrates sound
2 pts. judgement
e. Leadership Ability.

3. The points assigned shall be in consonance

with DepEd Order No. 66, s. 2007.

G. Psychosocial Attributes and Personality Traits (5 points)

a. Human Relations This factor includes human relations, stress

(2 points) tolerance and decisiveness, which would
indicate the capability of the candidate to be
assets to the entire service system and utilize
his/her talents and expertise to the maximum.

1. Adjusts to the variety of personalities, ranks

and informal groups present in the
organization - (0.4 pt.)
2. Internalizes work changes with ease and
vigor - (0.4 pt.)
3. Accepts constructive criticisms objectively
whether from his subordinates, peers or
superiors - (0.4 pt.)
4. Observes proper decorum in relating with
superiors and peers - (0.4 pt.)
5. Takes the initiative to organize work groups,

59
 adopt procedures and standards in his own
level - (0.4 pt.)

b. Decisiveness 1. Thinks logically and acts accordingly -(0.4 pt.)

(2 points) 2. Considers alternatives and recommends
solutions when faced with problem
situations - (0.4 pt.)
3. Gives convincing recommendations and
suggestions -(0.4 pt.)
4. Acts quickly and makes the best decision
possible - (0.4 pt.)
5. Exercises flexibility -(0.4 pt.)

c. Stress Tolerance 1. Exercises high degree of tolerance for

(1 point) tension resulting from increasing volume of
work, organizational change, environmental
conflicts, etc. - (0.4 pt.)
2. Uses coping mechanisms to handle creatively
tensions resulting from one’s work. - (0.4 pt.)
3. Controls negative manifestations of
emotions. - (0.4 pt.)
4. Performs satisfactorily his duties and
functions in a tension-laden situation. - (0.4
pt.)
5. Channels negative emotions to positive and
constructive endeavors. - (0.4 pt.)

X. APPLICATION OF EQUAL EMPLOYMENT OPPORTUNITY PRINCIPLE IN RECRUITMENT, SELECTION

AND PLACEMENT

The agency strictly adheres to the equal employment opportunity policy. The recruitment and
selection of employees shall be based on their qualifications and competence to perform the duties
and responsibilities of the position. There shall be no discrimination based on age, school, gender,
civil status, disability, religion, ethnicity, social status, income class, paternity and filiations, political
affiliation or other similar factors/personal circumstances which run counter to the principles of
merit, fitness for the job and equal employment opportunity.

1. Recruitment / Talent Sourcing

a. DepEd - Caraga shall not print or publish or cause the printing or publication, in any
media, including the internet, any notice of vacancy or recruitment
notices/announcement suggesting preferences, limitations, specifications and
discrimination or filter any employment application on account of age, sex and gender,
civil status, physical characteristics and attributes, religion, belief, creed, race, family

60
 background, political affiliation, socio-economic standing, and other attributes of any
applicant not relevant to the position or positions applied for.
b. Notices of vacancies and all forms of recruitment shall indicate DepEd - Caraga’s Equal
Employment Opportunity Principle.
c. DepEd Caraga thru the Personnel Unit shall undertake continuous proactive talent
sourcing through career fairs, partnering and networking, and other innovative modes of
sourcing to encourage more qualified applicants regardless of sex and gender, age, civil
status, physical disability, religion, etc.
d. All recruitment efforts shall be in such a manner that it shall not cause discrimination
nor hinder any person from pursuing his or her application.

2. Acceptance/Receipt of Application and Relevant Documents

a. All applications submitted shall be received without any discrimination at all.

b. Regardless of whether the application submitted is electronic or print, whether walk-in
or courier, or through facsimile, all applications shall be accepted.
c. No application submitted, provided it is complete and submitted on time, shall be
excluded. For this purpose, the office’s receiving unit shall maintain a copy of the
applications received through courier, personal delivery, and facsimile or at least record
the details in a logbook or any other form of recordkeeping. The Chief of the Personnel
Unit and/or in-charge of the receiving unit shall also check all and log or cause to be
logged in a record, manual or otherwise, all applications received through email or other
electronic means.
d. An applicant whose submitted documents are not complete shall be formally informed
thru letter or any written communication of such deficiency and shall be given
reasonable time to comply as determined by the HRMPSB or, if delegated, by the
Personnel Unit.
e. An applicant who fails to submit the required documents within the given period shall be
removed from the list of applicants. He/she shall then be formally informed of such
removal.

3. Initial assessment:

a. Initial assessment which consists of matching the applicant’s credentials with that of the
minimum qualification standards of the position shall not take into consideration any
other information external to the Qualification Standards of the position.
b. All applicants who are not included in the list of Qualified Applicants shall be informed in
writing which shall indicate the reason for his or her disqualification which shall not in
any case be on account of his or her sex and gender, age, civil status, physical
characteristics and attributes, religion, belief, creed, race, family

61
 background, political affiliation, socio-economic standing, or other insignificant
attributes or characteristics.
c. In the preparation of the applicants’ profiles, only important personal information and
pertinent credentials shall be included and all other data/information regarding the
applicant that is not relevant for screening purposes shall be excluded especially if it will
only cause or be a source of bias, prejudice, or discrimination.
d. From this point forward, only the performance of the applicants in the screening process
shall be taken into consideration for coming up with the final recommendations to the
appointing authority subject to the results of the background investigation which shall
also strictly incorporate the principles of equal employment opportunity.

4. Written Examinations

a. All applicants who are deemed qualified based on the Qualification Standards of the
position, shall be informed of such fact and of the schedule of the examinations.
b. All applicants who will take the examinations shall be informed of the things to bring for
the examination. It shall be the duty of the assigned staff member of the Personnel
Unit to ask the applicant if he or she has any and all of the things needed for the
examination such as but not limited to laptop, calculators and the like. Should the
applicant be unable to bring a thing or item, which is a reasonable tool to be used for
the examination, it shall be the duty of the office to provide him or her and the duty of
the Personnel Unit to secure the said item or tool to be used by the applicant(s) during
the conduct of the examination.
c. The checking of the examination answers shall be objective and in no case shall the
answer sheet bear any information regarding the applicant other than his/her name or
code as the case may be. The applicant’s expression of himself/herself as may appear in
the answer sheets shall not be treated in such a way that will prejudice the applicant or
discriminate him/her. Provided the answers therein are correct, nothing that may give a
clue as to the applicant’s sex and gender, age, civil status, physical characteristics and
attributes, religion, belief, creed, race, family background, political affiliation, socio-
economic standing, and other attributes should be taken against him or her.

5. Practical/Technical/Functional Test:

a. Practical tests should be designed prior to the initial assessment of applicants with the
objective of testing the capability of the applicants to perform the tasks of the position
applied for.
b. If in case there are persons with special need – persons/applicants with disabilities,
senior citizens, pregnant women, undergoing medical treatment or rehabilitation from
injury (e.g an arm or leg is in cast, recuperating from surgical wound), then they shall be
afforded the supports as follows provided such support does not indicate their inability

62
 to perform the tasks required of them should they be hired nor result into giving them
undue advantage:

i. For applicants with vision impairment, a reader and/or encoder shall be

assigned to him/her. If possible, the use of a Braille or any system to afford
him/her independence shall be employed. In case of unavailability of the
aforementioned equipment, DepEd Caraga shall partner with an accredited
institution that has the expertise in conducting such exam. This will be
through memorandum of agreement or any form of agreement to assist
applicants with vision impairment or any similar form.
ii. For deaf or hard hearing applicant, written instructions and/or test data (if
the test prepared is not written or typed) shall be provided.
iii. For senior citizen applicants, assistance shall be given as may be necessary
provided it shall not result into an undue advantage to him/her
iv. For applicants whose physical disability (other than vision impairment and
hearing) consists of difficulty in mobility (e.g., has difficulty walking or
climbing, is using wheelchair or crutches, arm or leg in cast, etc.) the
examinee shall be accommodated in a PWD friendly testing area or room.
He or she shall be afforded such other assistance as the case may be
provided it will not result into an undue advantage to him/her

All applicants with special needs may have time extension in taking the functional test
provided that the extension is necessary and reasonable and shall not constitute undue
advantage to them.
c. The provision of paragraph b of number 4 (on written examination) shall also apply in
the conduct of practical tests.
d. During the conduct of practical tests the administrator or examiner shall give
appropriate regard to the persons expression as to roles (i.e. no gender
discrimination); attire (i.e. no dress code required) if not relevant to the screening
process or the position applied for (to avoid discrimination as to religious beliefs and
practices, socio-economic status, ethnic background and such other attributes of the
applicant); language, pronunciation and accent (to avoid ethnic or racial discrimination,
gender discrimination).
e. In the checking of the of the practical test, the checker shall maintain objectivity and
shall focus on whether the applicant has given or produced what is expected and shall
not take into consideration matters that were observed, noted or discovered about the
applicant during the conduct of the test significant in any way to the performance of the
task(s) given. The provision of paragraph c of number 4 above (on written examination)
shall apply where possible or relevant.

63
XI. APPLICATION OF EQUAL EMPLOYMENT OPPORTUNITY PRINCIPLE DURING THE INTERVIEW /
BEHAVIORAL EVENT INTERVIEW

a. The interview shall be conducted by the qualified members of the pool of interviewers
and/or members of the HRMPSB.
b. The interview shall be conducted in a venue where interviewers and applicant-
interviewee are reasonably afforded the privacy and confidentiality. The venue should
also be prepared in such a manner that it is not intimidating to the interviewee or cause
him/her to be self-conscious about her looks (including attire, make-up, physical
attributes, etc) or nervous, or feel in anyway insignificant or out of place.
c. Applicants with special needs shall be afforded the assistance needed for the interview.
The provisions on the conduct of functional test shall likewise be observed inasmuch as
applicable with the following modifications/additions:
i. Applicants who are hearing impaired shall be provided a printed copy of the
question asked by the interviewer(s)
ii. Applicants who have speech disability will be given the option to write down
his/her every response or to have the entire interview be converted into a
written one. In case of conversion of the interview to a written one. The
applicant shall be given ample time to answer all the questions in the same
way interviews are made to permit the applicant to fully answer the
questions thrown at him/her. After the initial answer of the applicant, a set
of follow-up questions to clarify responses shall then be written or
typewritten and the applicant will then again be given enough time to
answer the same. The interviewer(s) may interview another applicant while
the applicant who is hard of hearing is answering the questions in writing.

d. The interview shall be structured and shall follow a set of questions as planned by the
HRMPSB prior to the actual interview and follow-ups for questions may also be raised.
e. The interviewers shall at all times observe equal opportunity principles during the
conduct of interview and shall not in any way make any remarks, gestures, or other
forms of perceptible communication that shall suggest preference, bias, discrimination,
prejudice or unfair treatment towards the applicant. Bullying shall be strictly prohibited
and so are other conduct that tends to embarrass, demean, humiliate or in any way
offend or injure the honor, dignity and self-respect and self-esteem of the interviewer.
f. The applicant shall not be judged based on the disclosures made that are not relevant to
the position applied for, such as his/her age, gender preference, civil status, pregnancy,
poverty or wealth, political affiliation, religious beliefs and practices, ethnicity or race,
disability or such other attributes.
g. During the deliberation and/or meeting for consensus ratings, all interviewers shall
refrain from expressing his/her views that may disparage the applicant when such is
related to the latter’s age, gender preference, civil status, pregnancy, poverty or wealth,

64
 political affiliation, religious beliefs and practices, ethnicity or race, disability or such
other attributes that are not relevant to the positioned being applied for and in no way
has bearing on his/her capacity to perform the job.
h. The comparative assessment report shall not contain any disclosures and observations
especially if it will only result in influencing the selection by the appointing authority to
the disadvantage of the applicant.

XII. APPLICATION OF EQUAL EMPLOYMENT OPPORTUNITY PRINCIPLE DURING THE BACKGROUND

INVESTIGATION

a. The background investigation shall only be conducted by competent employees of

DepEd Caraga , as may be identified by the HRMPSB.
b. The conduct of background investigation shall be structured and shall consist of
questions that are uniform for all applicants for the same position. The questions shall
focus on the competencies as may be relevant to the position applied for and character
of the applicant but only insofar as such character has bearing on the values of DepEd
and the integrity and work attitude of the applicant.
c. No investigator shall be assigned to background check the background of an applicant if
the HRMPSB believes or has reason to believe that the investigator has biases for or
against the applicant.
d. In planning the background investigation (BI), the investigator shall select the
interviewees, as far as is known to him/her, who is not strongly in favor of or against the
well-being, fortune, promotion, or good of the applicant. If in the course of his/her
investigation, he/she finds that the interviewee is strongly and clearly for or against the
applicant within the bounds of rationality, the investigator shall add another interviewee
and, if he/she sees it fit, disregard information gathered from the former interviewee.
The investigator shall interview a number of persons (not lower than three or any
number as may be set by the HRMPSB) as he/she deems necessary to satisfy the
purpose of the investigation and may increase the number if, in his/her judgment, the
original number of respondents as interviewed thus far, is not sufficient to achieve the
purpose of the investigation.
e. In the conduct of the investigation, the investigator shall only ask the questions as set
and shall only make follow-up for clarification of the responses. He/she shall not
entertain any biases, prejudices or personal differences between the interviewee and
applicant. He/she shall also refrain from digging up such other information as the
responses of the interviewee may lead unless such pertains or is relevant to the
competency or character of the applicant and bears on his/her capacity to maintain the
values of DepEd or on his/her work attitude.
f. In the preparation of the BI report, the investigator shall not include anything not
gathered during the investigation nor exclude any information gathered to the
disadvantage of the applicant subject of his/her investigation. He/she shall not prepare

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 the report in such a manner that is intended to influence or will tend to influence the
HRMPSB or the appointing authority and shall always stay true to the results of the
conduct of his/her investigation. For this purpose, the HRMPSB shall require the
investigators to hand in their notes or other form of records for first-hand information
gathered from interviewees.
g. The background investigation – the assignment of investigator to applicant, the dates of
the conduct, the results and the reports made – shall strictly be confidential in nature.
Any person who, by nature of his/her function or by any means acquired any
information regarding the details of the investigation and divulged or shared the same
to another shall be dealt with appropriately.

XIII. APPLICATION OF EQUAL EMPLOYMENT OPPORTUNITY PRINCIPLE IN THE PROCEEDINGS OF THE

HRMPSB AND PREPARATION OF THE RANKLIST/COMPARATIVE ASSESSMENT REPORT

a. The proceedings of the HRMPSB shall be held in privacy to avoid any leakage of
information regarding the screening process.
b. During deliberations, the members of the HRMPSB shall ensure that equal opportunity
principles are observed and/or practiced. If at any given stage of the screening process,
a member find that he/she cannot maintain or find it difficult to maintain objectivity or
uphold the equal opportunity principles, he/she must inhibit himself/herself from
further joining in the proceedings/deliberations of the board.
c. The members of the HRMPSB shall conduct themselves in such a manner expected of
champions of equal employment opportunity and shall refrain from any act that may
unduly jeopardize the opportunity of any person to be selected or appointed for the
position applied for. No member shall exert any influence on another member or on the
entire body to the advantage or disadvantage of any one or more applicant if such
violates the principles prescribed herein.
d. Should a member of the HRMPSB find that another member is violating or unable to
maintain the equal opportunity principles, he/she must point out such
finding/observation to the Chair of the HRMPSB who shall then act on such information
with immediacy. If the Chair of the HRMPSB is the one guilty, the same may be reported
to the higher authority.
e. The preparation of the Rank list by the Personnel Unit shall be in such a manner that
only relevant information is contained therein and that the policy as herein prescribed
are observed. For this purpose, the Rank list shall be reviewed by the HRMPSB to ensure
that equal opportunity policies are not violated.
f. The Rank list shall not be submitted unless and until signed by the members of the
HRMPSB that shall signify their approval of the contents thereof as well as the
observance of all policies, rules and regulations including equal employment opportunity
policies.

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XIV. APPLICATION OF EQUAL EMPLOYMENT OPPORTUNITY PRINCIPLE IN THE SELECTION BY THE
APPOINTING AUTHORITY

a. The appointing authority shall select only from among the recommended applicants
of the HRMPSB as supported by the Rank list. Should the appointing authority
choose not to appoint from among the list, he/she shall state such decision in
writing and shall inform the board of his/her reason.
b. As for choice of appointee or decision not to appoint, the same shall not be treated
as violation of the equal employment opportunity policy unless a pattern can be
established based on records that strongly suggests bias for or against certain
persons belonging to a specific category unless such is pertinent to the position for
which appointments were made (e.g. choosing CPAs for accountant positions,
lawyers for lawyer or investigator positions, physically fit persons for manual labor
jobs, etc.).
c. The decision/choice shall be final and cannot be questioned. The appointing
authority is afforded a wide latitude of discretion inasmuch as his/her decision is
limited to choose from among the recommended applicants or to not choose at all.
The exercise of such discretion shall be respected and should not be taken as
violation to the equal employment opportunity principle unless manifest or obvious
based on records of appointments made. In this remote case of manifest violation
by the appointing authority, the same shall not be actionable and if anything, is only
an indication of his/her support and adherence to the equal employment
opportunity.

XV. APPLICATION OF EQUAL EMPLOYMENT OPPORTUNITY PRINCIPLE DURING

ONBOARDING/PLACEMENT

a. The appointee shall, after undergoing the usual ceremonies associated with
appointment, be informed, or made aware of his/her role and the expectations of
the office, his/her supervisors, peers and/or direct reports.
b. For purposes of onboarding, distinction shall be made between (1) those required to
undergo a probationary period, and (2) those that are not. For this purpose, the
ORAOHRA shall apply to determine who needs to go on probation and who need
not. This distinction shall not be construed as discrimination or unfair as this is for a
valid and legitimate purpose.
c. Appointees required to undergo probation shall be informed of such fact as well as
of the details of their probation. They will be subjected to a thorough assessment of
their performance capabilities and character. For purposes of assessing their
performance, the equal opportunity policy under performance management, as far
as applicable, shall be observed.

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 d. For the assessment of character, the provisions outlined in this policy on background
investigation, as far as applicable, shall be observed/followed with the following
additions/modifications:
i. No negative feedback regarding the appointee’s character shall affect
his/her assessment unless reduced in writing.
ii. Only feedback on character that are not in any way related to the
appointee’s sex and gender, age, civil status, physical characteristics and
attributes, religion, belief, creed, race, family background, political
affiliation, socio-economic standing, may affect the assessment. Any
feedback relating on one or more of these shall not be considered.
iii. The appointee, before any action as may necessarily be brought about
by comments and feedback on his/her character, shall be informed of
the comments and feedback
iv. The appointee, granting that he/she may lose his/her job, shall be
afforded the opportunity to disprove or rebut any negative
comment/feedback on his/her character in line with the principles of
fairness.
v. The Management shall ensure that the comments and feedback on the
character of the appointee do not stem from discrimination, bias,
prejudice or unfair treatment of the appointee.
vi. The Management and the supervisor shall take into consideration the
side of the appointee in deciding whether he/she is retained or
separated.
vii. Should the decision be to terminate the services of the appointee,
he/she shall be informed of his/her right to appeal the same in a proper
forum.

XVI. REFERENCES

The government issuances related to Recruitment, Selection and Placement are the
following:

1. CSC Resolution No. 1800692 (July 3, 2018, 2017), Omnibus Rules on Appointment
and Other Human Resource Actions (Revised July 2018) Re: Amendment and
Additional Provisions to CSC Resolution No. 1701009 (June 16, 2017)
2. CSC MC No. 24, s. 2017, 2017 Omnibus Rules on Appointment and Other Human
Resource Actions
3. DepEd Order No. 29, s. 2002, Merit Selection Plan of the Department of Education
4. DepEd Order No. 66, s. 2007, Revised Guidelines on the Appointment and Promotion
of Other Teaching Related, Related Teaching and Non-Teaching Employees

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 5. DepEd Order No. 50, 2. 2014, Guidelines on the Recruitment, Selection and
Placement of Personnel Pursuant to the DepEd Rationalization Program under
Executive Order 366 s. 2004.

XVII. EFFECTIVITY

This Merit Selection Plan shall take effect immediately upon approval by the Regional
Director. This Plan shall be reviewed every year to ensure that the principles of merit, competence,
fitness and equality are properly implemented.

Approved:

EVELYN R. FETALVERO, PhD., CESO IV

Director IV
Regional Director

CSC Action:

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